News articles tagged with 'AGCAS'
AGCAS e-induction launched
A new e-induction programme is now available for all new Associate and Affiliate members of AGCAS and HECSU, which aims to offer an introduction to careers work in HE and provide an overview of the supporting roles of AGCAS and HECSU.
A new e-induction programme is now available for all new Associate and Affiliate members of AGCAS and HECSU, which aims to offer an introduction to careers work in HE and provide an overview of the supporting roles of AGCAS and HECSU.
The virtual learning environment, Moodle, can be accessed online by members of AGCAS and HECSU with less than one year's employment in careers. It comprises a series of modules, each with core objectives and learning outcomes.
Linda Byrne, AGCAS Training and Publications Manager and head of the e-induction team, said:
'It hopes to fill in the background knowledge that you may have been told, but have simply forgotten, or you may never have been told, or you may have thought you knew but have now realised you don’t.'
Registering with Moodle
If you are an AGCAS member with less than one year's membership, please register your interest in the e-induction by first emailing Linda Byrne who will allocate a password to allow you to access the system.
The National Placement & Internship Awards 2012
This year's National Placement & Internship Awards took place at City University, London on 18 January 2012. The awards were created by RateMyPlacement.co.uk to recognise and celebrate the outstanding achievements of all stakeholders involved in undergraduate work placements and internships. Now in its third year, the event was supported for the first time by AGCAS.
This year's National Placement & Internship Awards took place at City University, London on 18 January 2012. The awards were created by RateMyPlacement.co.uk to recognise and celebrate the outstanding achievements of all stakeholders involved in undergraduate work placements and internships. Now in its third year, the event was supported for the first time by AGCAS.
AGCAS was represented at the event by Chris Jackson, AGCAS Communications and Marketing Manager, and Stephen McAuliffe, AGCAS Board Member for Communications and Marketing and Director of the Careers and Employability Service at The University of Nottingham, who was also on the judging panel.
Awards were presented in three categories: employers, students and universities. AGCAS members and member services were amongst the winners of the three university awards, which were presented as follows:
Best University Placement/Careers Service
Celebrating the tireless and invaluable contributions made by the university placement or careers service in helping students apply and maximise their work experience opportunities.
• Winner: Brunel University
• Highly Commended: University of Dundee
• Also shortlisted: Lancaster University Management School, University
of Huddersfield School of Computing & Engineering
Most Improved Commitment to Employability
Celebrating the improved efforts and services provided by a university/placement or careers service/department in helping students apply and maximise their work experience opportunities.
• Winner: The University of Birmingham, Careers & Employability Centre
• Also shortlisted: University of Exeter, Newcastle University Careers
Service, University of Southampton Career Destinations, University of
Reading Student Employment Experience and Careers Centre
University Personality of the Year
Celebrating the tireless and invaluable contributions made by a particular individual in the university placement or careers office in helping students apply and maximise their work experience opportunities.
• Winner: Jim Wood - Newcastle University
• Highly Commended: Graham Kaye-Taylor - Brunel University
• Also shortlisted: Kath Foot - Cardiff University, Emily Timson - University of
York, Kirstin Burke - Manchester Metropolitan University
For full details and photos of the event, see The National Placement & Internship Awards 2012 website.
Funding to put universities at the heart of social change
UnLtd and the Higher Education Funding Council for England (HEFCE) have launched a programme of support for social entrepreneurship in English universities and colleges. The initiative will help universities and colleges to develop their support structures for social entrepreneurship, making it easier for students and staff to start up a social venture and thrive within the HE environment. The programme aims to encourage a social entrepreneurship culture across the HE sector.
UnLtd and the Higher Education Funding Council for England (HEFCE) have launched a programme of support for social entrepreneurship in English universities and colleges. The initiative will help universities and colleges to develop their support structures for social entrepreneurship, making it easier for students and staff to start up a social venture and thrive within the HE environment. The programme aims to encourage a social entrepreneurship culture across the HE sector.
Supported by a £1million investment from HEFCE, the 18-month programme will develop relevant resources, expertise and infrastructure that will support the social entrepreneurial activities of staff and students.
Later in the spring, UnLtd will call for proposals to identify up to 25 universities and colleges as key partners for the programme to share expertise and knowledge in identifying and supporting social entrepreneurs in the HE sector. They will receive private sector support through the UnLtd Connect service, matching each university and college with a network of local business professionals who volunteer their expertise to support and advise social entrepreneurs. Participating institutions will need to match any investment given by the scheme.
There will also be a number of opportunities for all HEFCE-funded universities and colleges to share good practice, and a range of resources to help them support social entrepreneurs from among their staff and students.
The new programme follows the success of the Higher Education Social Entrepreneurship Awards, which saw 200 social ventures established in 70 HEIs between 2009 and 2011.
For more information about the programme and to register your interest, see UnLtd HEI Support.
Vacancies on the AGCAS Board
To reflect the recent changes to the AGCAS mission and strategic aims, three new positions are being created on the AGCAS Board of Directors. This is an exciting time to be part of an executive team with a renewed vision and focus.
To reflect the recent changes to the AGCAS mission and strategic aims, three new positions are being created on the Board of Directors:
• Director of Membership
• Director of Quality
• Director of Research
Splitting the previous role of Director of Quality and Membership and resurrecting the role of Director of Research reflects the importance and expectation of AGCAS in these crucial areas.
Strategic input
The emphasis of the roles, as with all Board positions, is focused on strategic input. Board members attend quarterly meetings and contribute to the strategic direction of AGCAS by contributing opinions and expertise and by representing AGCAS at events. The roles are not intended to be onerous and the recent changes reflect a a conscious effort to move the Board away from operational matters.
The roles
The Director of Membership works closely with the AGCAS Membership Manager and liaises regularly with other Directors, members and staff to promote AGCAS membership.
The Director of Quality works closely with the AGCAS Membership Manager and liaises regularly with other Directors, members and staff to promote, develop and monitor quality standards in AGCAS services and advise on AGCAS Service Membership criteria.
The Director of Research works closely with the AGCAS Chief Operating Officer and liaises regularly with other Directors, members and staff to promote AGCAS involvement in research.
All three roles have an initial term of office of three years.
Read more about the roles and responsibilities of the AGCAS Board
How to nominate
The AGCAS Board is now recruiting for these new positions. Nominations are invited from Full Members of AGCAS. It is an exciting time to be part of an executive team with a renewed vision and focus. The nomination form is available to download below. All forms should be completed and returned to Sue Spence. The closing date for nominations is Wednesday 22 May 2013.
Read more about the finance, governance and organisation of AGCAS
Launch of improved job search facility for international students and graduates
AGCAS, HECSU, NASES and The Careers Group, University of London, working in partnership, have undertaken enhancements to the International Graduate Jobs on Prospects.ac.uk as a result of research with international students and graduates, employers and careers professionals. The work has been funded by the Prime Minister’s Initiative for International Education (PMI 2) and develops the work undertaken in a previous PMI 2 project which saw The Careers Group, University of London’s International Job Online made available through www.prospects.ac.uk.
AGCAS, HECSU, NASES and The Careers Group, University of London, working in partnership, have undertaken enhancements to the International Graduate Jobs on Prospects.ac.uk as a result of research with international students and graduates, employers and careers professionals. The work has been funded by the Prime Minister’s Initiative for International Education (PMI 2) and develops the work undertaken in a previous PMI 2 project which saw The Careers Group, University of London’s International Job Online made available through www.prospects.ac.uk.
International Graduate Jobs has:
• 100s of jobs;
• from lots of employers;
• in a wide range of job sectors;
• which are available worldwide.
Improvements to the website have addressed key points made by careers advisers in the research, namely that international students and graduates needed to take a more strategic approach to their job search, and also the following issues for students and graduates:
• helping them avoid a 'scattergun approach' applying for anything and everything;
• encouraging them to look for information, advice and guidance – not 'just vacancies';
• helping them to develop their awareness of effective job search strategies;
• helping them to improve their understanding of the application process.
In addition to improving the search functionality, the general interface and usability of International Graduate Jobs, the new system will include value-added content to address some of the issues raised. This is achieved through contextual links to content related to the job ad the user is viewing. For example, if they are looking at a job in China there will be links to the AGCAS Country Profiles and the i-graduate Country Guides, plus more general information about working abroad. As part of their recent update the Country Guides now include example CVs for all the countries covered, and for some there are individual cases studies. The Country Profiles and Country Guides provide a wealth of complementary information, and hopefully by giving international students and graduates access to these resources at a high level they will be encouraged to make use of them.
The enhanced International Graduate Jobs was launched in early March 2011 and is being promoted to international students and graduates, employers, careers and student employment services.
Phoenix May 2013 - call for articles
The next issue of Phoenix will be published in May. The editorial group is looking forward to receiving a wide range of articles on the following topics: the commercialisation of careers services; using technology; and graduate resilience and adaptability. The deadline for copy is Friday 1 March 2013.
The next issue of Phoenix will be published in May.
The editorial group is looking forward to receiving a wide range of articles on the following topics:
The commercialisation of careers services
• Who do you answer to?
• KIS: managing expectations/seizing opportunities
Using technology
• Building professional networks
• Endless possibilities? Virtual limitations?
Graduate resilience and adaptability
• What makes a (global) graduate?
We would also be happy to receive one-page articles (usually 500 words) or two-page articles (usually 1,000 words) on any other topics you think would interest AGCAS members and other readers.
If you are interested in submitting an article or would like further details about contributing to this issue, please contact Gemma Green, Phoenix Editor.
Please send all items to gemma.green@agcas.org.uk. The deadline for copy is Friday 1 March 2013.
Sir Alex Ferguson's employability audit
Sir Alex Ferguson this week celebrates 25 years as Manchester United manager. To be continually employed for a quarter of a century is quite an achievement, especially in a field where job security is rare. From a careers professional's point of view though, it's interesting to consider what would happen if, perhaps through no fault of his own, Sir Alex had to look for work. Would he readily find another position in the same or another field? Is he still employable?
Sir Alex Ferguson this week celebrates 25 years as Manchester United manager. To be continually employed for a quarter of a century is quite an achievement, especially in a field where job security is rare. From a careers professional's point of view though, it's interesting to consider what would happen if, perhaps through no fault of his own, Sir Alex had to look for work. Would he readily find another position in the same or another field? Is he still employable?
Qualifications
Qualifications are becoming increasingly important in football, as in other sectors. Formal coaching qualifications are required in many overseas countries and for new appointments in the Premier League. In addition, an increasing number of aspiring managers study for the Certificate in Football Management offered by The University of Warwick.
Outside football, a degree is certainly an advantage in many areas of work and required in some. There is also recent research to suggest that the pay differential between those with a postgraduate qualification and those with only a first degree is increasing, but this depends very much on the field. Many employers say that they do not place a premium on postgraduate qualifications.
Sir Alex can point to a number of degrees, most recently honorary doctorates from both the universities of Stirling and Manchester (both 2011). So far so good for Sir Alex - but academic qualifications certainly don't guarantee a job.
Experience
Sir Alex has a total of 37 years' experience as a football manager, 10 years' as a professional player and, before that, he was an apprentice tool maker in the Clyde Shipyards. However, it's not the length of his service that will matter in future but his achievements and what he has learned during over 50 years of work.
Skills profile
Although the skills and personal attributes required vary from job to job, there are some that appear on almost all employers' wish lists. These include: leadership, team working, communication, problem solving, commercial awareness and time management skills. Although the above are by no means exhaustive, we should get some idea of how employable Sir Alex is by using them to examine what evidence he might put forward to convince a prospective employer that he'd be worth taking on.
• Leadership This should be relatively easy for Sir Alex. His record as Manchester United manager usually speaks for itself, but he would need to be sure not to assume prior knowledge on the part of a prospective employer. He should list key achievements (being careful not to make his CV too long), such as the many trophies won, his knighthood, the regular accolades (including those from his peers, such as Manager of the Year awards), together with the major part he played in changing the culture and financial performance of the then struggling club he joined.
• Team working At first sight, a little more difficult given his 37 years as the 'boss', but he should be able to impress by articulating how his understanding of teamwork has been critical to the creation of many winning sides over the years. He could also show how he operates with a successful team of coaches and alongside the Manchester United Board of Directors.
• Communication He would be able to highlight the many different types of people with whom he has worked to achieve unprecedented success (such as young multi-millionaire footballers, many of whom don't speak English as a first language, non-playing staff, directors, owners, fellow managers, fans and journalists) and the different sorts of communication he employs: negotiation (eg, over transfer fees); and persuasion (eg, to keep the likes of Wayne Rooney and Eric Cantona at the club).
• Problem solving Examples could come from the field of play (eg, when he has changed tactics during a game that United appeared destined to lose) or the wider business (eg, how he responded to Chelsea's, and now Manchester City's, greater financial means).
• Commercial awareness His record in buying young players relatively cheaply and selling those whose market value he feels about to be in decline is persuasive. He could also mention his understanding of the need for United to play pre-season tours of the Far East or the USA, important new markets for the club, or to play matches at times to suit TV, from which United derives a huge income.
• Time management Not only can he demonstrate his ability to handle the many demands on his time, which range from managing the club, watching other teams and media work, but even his opponents will point to occasions when he has somehow influenced match officials to allow an extra few minutes of playing time, long enough for his team to turn a losing position into a winning one!
Sir Alex will have to carefully consider the requirements of any particular job, but it appears he can be confident that he has a mix of skills that will make him attractive to future employers. But is that enough to make him employable?
Room for improvement
He should reflect and consider what additional skills might be useful in the future. For instance, he might think about:
• Learning a foreign language Football, like many others, is an increasingly global industry. A good grasp of another language would undoubtedly open up opportunities overseas and give him an edge when buying or managing foreign players. Encouragingly, it appears that he might already be aware of this. He concluded a press conference earlier this week with a cheery "Hasta la vista", but he should expect any claims to fluency in Spanish to be tested at interview.
• Online profile Sir Alex is not a user of Twitter or Facebook. However, he still needs to consider what others are saying about him online. He should be encouraged by his high profile, but might want to address his sometimes negative image in the media. Depending on the field of work he is considering, he could consider whether a carefully managed LinkedIn or Twitter profile might be advantageous. In the meantime, the recent resolution of his long-running feud with the BBC should help. Again, this suggests that Sir Alex has the foresight and drive to improve his employability profile.
More than just skills
Top jobs in football management, like those in other sectors, aren't always advertised. Sir Alex's impressive CV wouldn't be worth a thing if it lay unread on his desk. And, 25 years in one job isn't necessarily an advantage in today's labour market. Many people find it difficult to convince another employer of their worth. Perhaps their experience and skills are too specific to one company or sector, or they don't have enough external contacts - Sir Alex has managed to avoid all these pitfalls.
• Outside interests Despite the demands of managing a top football club, Sir Alex has found time to contribute to his profession. For example, he currently serves on the executive board of the League Managers Association. Earlier in his career, he served as a shop steward. Besides enabling him to develop new skills, they give him new contacts and allow him to show a wider commitment to his area of work.
His ownership of successful racehorses will allow him to demonstrate that his understanding of sport isn't confined to football. And his charity work will help him come across as a rounded individual. He can cite his attempts to learn the piano as evidence of persistence. However, unless relevant for a particular post, he may choose not to mention his well-known appreciation of red wine!
• Trump card Finally, his address book would ensure that Sir Alex needn't spend long out of work. It is well-reported that he manages to find time to keep in touch with former players, fellow managers and even childhood friends. There is no suggestion that he maintains these contacts purely to help him find work, but it would certainly come into its own if needed. Many employers would take him on just to gain access to it - and he should certainly make sure that his many contacts knew the sort of opportunity he was looking for.
Verdict
AGCAS members, who are careers practitioners in higher education, will no doubt be able to help Sir Alex with his employability audit and we will update this piece, as they do, but on current evidence there can be little doubt that he is not only employed but that he is highly employable too, albeit with a little room for improvement. Congratulations are in order.
Higher education careers services will help students and graduates carry out their own similar employability audit. It's an essential first-step to finding a fulfilling job.
Social mobility toolkit for the professions
Professions for Good, a public information campaign to which many professional bodies have signed up, is developing a Social Mobility Toolkit on behalf of the Gateways to the Professions Collaborative Forum and the Department for Business, Innovation and Skills (BIS).
Professions for Good, a public information campaign to which many professional bodies have signed up, is developing a Social Mobility Toolkit on behalf of the Gateways to the Professions Collaborative Forum and the Department for Business, Innovation and Skills (BIS). This is a response to the findings of government-commissioned reports into social mobility such as Unleashing Aspiration and Opening Doors, Breaking Barriers.
Toolkit proposals
The toolkit is in the early stages of development, but it is proposed that it will contain two main elements:
• A set of key indicators to be used to collect and monitor social mobility information in a similar way to data on gender, ethnic background, disability, etc.
• A set of good practice guidelines and case studies for attraction, recruitment, selection and development of individuals from socially-deprived backgrounds within the profession.
It is expected that, once complete, the toolkit will be adopted by professional bodies who may then encourage or require their constituent members to gather this information on a regular basis to provide an ongoing measure of progress, or otherwise, in widening fair access to the professions.
AGCAS involvement
AGCAS was represented at a focus group to evaluate a proposed core set of social mobility indicators (parental occupation and education level, type of school attended, etc) by David Winter of The Careers Group, University of London. This event took place on 7 November 2011. Also represented were professional bodies, education providers and BIS.
We would be interested in members' ideas about possible indicators of social mobility. What questions could you ask on a form, which might indicate the socio-economic status of someone's origins and so enable the monitoring of the extent to which professions were recruiting from a representative section of society? Please send your suggestions to Chris Jackson or, if you are an Associate or Affiliate Member of AGCAS and signed into the website, comment below.
Bookings open for Heads of Service Conference 2012
Booking is now open for the AGCAS Heads of Service Conference 2012. The conference will take place at Bewley's Hotel Ballsbridge in Dublin, Ireland, on January 5th and 6th. The conference programme has been developed by heads of service in Ireland and is open to all heads and deputy heads of AGCAS member services.
Booking is now open for the AGCAS Heads of Service Conference 2012. The conference will take place at Bewley's Hotel Ballsbridge in Dublin, Ireland, on January 5th and 6th. The event is a unique networking opportunity, with a programme designed by heads of service in Ireland to help heads of higher education careers services rise to the many strategic challenges they currently face.
The event is open to all heads and deputy heads of AGCAS member services. The conference will be preceded by an additional optional training day on January 4th for new and nearly new heads of service.
Find out more and book your place. Please return your bookings to Moira Kelly by Friday 2nd December 2011.
If you have any queries about the conference, please contact Linda Byrne, AGCAS Training and Publications Manager.
Here's what delegates said about the 2010 conference:
'An excellent conference where my learning from the event (formal and informal) is such that it will significantly impact for the better on my service in the coming year'.
'The conference is an invaluable opportunity to catch up/compare notes with colleagues'.
'Excellent conference. Really got me going in advance of my return to work, post Christmas holidays'.
Prices held
It's also worth noting that the cost of the 2012 conference has been held at 2011 levels - and in some cases the price is even lower.
In terms of flights, there are some great bargains to Dublin in January. It's best to book early though.
TARGETjobs Breakfast News: Graduate recruitment and the labour market
TARGETjobs Breakfast News this month focused on the changing nature of graduate recruitment along with the current state of the graduate labour market. AGCAS was represented by board member Stephen McAuliffe, Director of the Careers and Employability Service at The University of Nottingham.
AGCAS was represented at November's TARGETjobs Breakfast News in London by board member Stephen McAuliffe, Director of the Careers and Employability Service at The University of Nottingham.
This is Stephen's report:
"28,000 calories have passed since the first TARGETjobs Breakfast News and the well-trodden formula remains relevant and interesting. This session, on 24 November 2011, focused upon the changing nature of recruitment. The session started with Bryan Finn delivering a comprehensive analysis of the macro-economic factors currently affecting graduate recruitment. He paid special attention to the relationship between GDP and job vacancies and noted that, despite rising unemployment, there continues to be a differential between graduate levels of unemployment and non-graduate (higher) levels of unemployment. We also noted how the vacancies were changing, with substantial decreases in the third quarter of 2011 in banking and finance, transport, health and social services and hospitality. At the other end of the spectrum, with over a 20% increase, was professional and scientific as well as IT and communications.
Open for 11/12 entry
We then heard from Claire Adams, in her new role at AGR, giving us a snapshot of graduate recruiters' perceptions of their relationships with students. Importantly for services, 32% of those responding to AGR's survey said they had not yet met their goals for the 2011/12 graduate recruitment round. For effectiveness they recognised on-campus activity, but certainly there was a trend to consider more virtual engagement.
Recruitment 4.0
This virtual engagement tied together the final two speakers: Tom Chesterton from Work Group and Roger Jones, the University of Roehampton. They both moved around a theme associated with employers finding, engaging and recruiting ‘the best' undergraduates.
Tom picked up on the idea that actually engagement was coming full circle with Recruitment 1.0 being pre-19th Century word of mouth and connection recruitment, followed by marketing and ‘push' recruitment and then finally building ‘talent communities' online based around company information and immediate recruitment. However, he argued there is the emergence of Recruitment 4.0 that is a mirror of 1.0 using the new technology - drawing parallels with industry and social media to engage with individuals on a general basis (and as a result benefit recruitment). He saw this as the 're-start of interactivity'.
Roger Jones spoke about the changes in Roehampton, where virtual media is used to engage with students. He highlighted how companies were developing similar sophisticated approaches and how these changes were about engaging more effectively in more ways.
In all it was an enjoyable breakfast (!) and, more importantly, an informative one."
Stop press
The theme of Changing Trends in Graduate Recruitment will be picked up at January's AGCAS Heads of Service Conference 2012 in an employer panel session, which is open not only to heads of careers and employability services but to anyone with an interest in graduate recruitment and employability. Find out more and book your place.
Presentation
Download the November 2011 TARGETjobs Breakfast News presentation
AGCAS new year resolution: Make ARENA even better
Here at AGCAS, we're always trying to improve our communications with members. Recently, we seem to have got better at reporting things that interest you. What we are working on now is being quicker off the mark so that, with our help, AGCAS members are recognised as the most up-to-date and well-informed people anywhere on any issue to do with the graduate labour market, employability and careers information, education, advice and guidance.
Here at AGCAS, we're always trying to improve our communications with members. Recently, we seem to have got better at reporting things that interest you. We can tell that from the growing length of ARENA together with the higher number of clicks on many items in it. What we are working on now is being quicker off the mark so that, with our help, AGCAS members are recognised as the most up-to-date and well-informed people anywhere on any issue to do with the graduate labour market, employability and careers information, education, advice and guidance.
So, from the New Year, you'll receive ARENA in your inbox fortnightly rather than monthly. The items will be more current and you'll have less to read in one go. We'll continue to keep the frequency and content of ARENA under review and would welcome your feedback.
And, next month, we'll be unveiling a new sister e-publication aimed at helping you engage with university staff who aren’t yet members of AGCAS. Watch this space!
Vacancy on AGCAS Board of Directors - Company Secretary
AGCAS is looking for an enthusiastic member to join its Board of Directors in the role of Company Secretary. This is a great opportunity to get involved in the strategic management of AGCAS and to help the organisation make key decisions about its future development, especially how it can best support member services. The role of Company Secretary involves a number of administrative, legal and statutory responsibilities. A full induction will be given, however, and there is plenty of support available both from experienced AGCAS staff and from other members of the AGCAS Board.
AGCAS is looking for an enthusiastic member to join its Board of Directors in the role of Company Secretary. This is a great opportunity to get involved in the strategic management of AGCAS and to help the organisation make key decisions about its future development, especially how it can best support member services.
Being an AGCAS Director brings responsibilities, but it also confers significant benefits on both individual directors and their services, as a result of the professional development it offers, together with many opportunities to liaise with a wide range of members and stakeholders.
The role of Company Secretary involves a number of administrative, legal and statutory responsibilities, which are outlined in the Roles and Responsibilities of the AGCAS Board document (available below). A full induction will be given, however, and there is plenty of support available both from experienced AGCAS staff and from other members of the AGCAS Board.
The role will particularly appeal to someone who has an eye for detail, is well-organised and can communicate clearly and concisely. In addition, the role calls for good interpersonal skills and the ability to manage time effectively and to work to deadlines.
How to apply
We want the AGCAS Board to fully reflect the diversity of the AGCAS membership and so please don't feel you have to be from a certain sort of institution or have a particular role in your institution. In the first instance, you just need to supply the names of a nominator and seconder on a nomination form (available below).
The position is tenable for three years. The closing date for nominations is Friday 27 January 2012.
Further information
For further information about the role, please contact:
• Dan Ferrett, outgoing AGCAS Company Secretary
• Martin Pennington, Interim AGCAS CEO
• Anne Marie Martin, AGCAS President
Vacancy on the Research Staff Task Group
The AGCAS Research Staff Task Group is looking for a new member to join the group. The task group has been busy producing resources for careers advisers and for early career researchers and is also active in the researcher development community to raise the profile of the work of careers advisers and to feed into policy and developments such as the Researcher Development Framework (RDF) and the Concordat to Support the Career Development of Researchers.
The AGCAS Research Staff Task Group is looking for a new member to join the group. The task group has been busy producing resources for careers advisers and for early career researchers and is also active in the researcher development community to raise the profile of the work of careers advisers and to feed into policy and developments such as the Researcher Development Framework (RDF) and the Concordat to Support the Career Development of Researchers.
The vacancy is for approximately one year (until early 2013) to replace an existing member who will be on maternity leave.
The group has two face-to-face meetings each year, plus one teleconference.
How to apply
If you are interested, please send your CV to Josie Grindulis, Chair of the task group, by 13th January 2012. Please include a brief application outlining your experience with research staff and how you think you could contribute to the work of the group. If you have any queries about the vacancy, email Josie Grindulis or Katrina Gray.
Transfer of AGCAS qualifications to Warwick
AGCAS is delighted to announce that The University of Warwick has become the host institution for the AGCAS Career Education, Information and Guidance in HE (CEIGHE) qualifications. From 1 August 2010 the AGCAS qualifications (at Postgraduate Certificate, Diploma and MA level) will all be cared for by The University of Warwick’s Centre for Lifelong Learning (CLL).
AGCAS is delighted to announce that The University of Warwick has become the host institution for the AGCAS Career Education, Information and Guidance in HE (CEIGHE) qualifications.
From 1 August 2010 the AGCAS qualifications (at Postgraduate Certificate, Diploma and MA level) will all be cared for by The University of Warwick’s Centre for Lifelong Learning (CLL).
Linda Byrne, AGCAS Training and Publications Manager, said:
"We'd like to take this opportunity to thank the University of Reading for their support over the many years that they have hosted the AGCAS qualifications. We are now looking forward to as successful a future with the University of Warwick."
Course contacts
We are delighted that Phil McCash has chosen to continue to lead the AGCAS qualifications, retaining his role as Course Director by transfering from the University of Reading to the University of Warwick. Phil’s knowledge and experience will ensure consistency of standards, marking and assessment, and a smooth administrative handover.
Jane Hall is the CLL Programme Administrator for all the AGCAS courses at the University of Warwick. Jane is an experienced administrator and we are looking forward to developing a close working relationship with her.
Jan Cornish continues to be the AGCAS Training Administrator and remains your contact for booking and administration on all AGCAS qualification courses.
Linda Byrne is the AGCAS Training and Publications Manager and remains your contact if you have any queries about the qualification.
Business as usual
If you are already registered on the qualification you will already have returned the necessary paperwork ensuring your records are available to the University of Warwick, and it really is business as usual.
If you are thinking of registering for the AGCAS qualifications, contact Phil to confirm your eligibility and discuss module options. If you have any queries about course scheduling, content or anything else to do with AGCAS qualifications, please contact Linda.
First career destinations of disabled graduates - research published
The AGCAS Disability Task Group has produced its annual report on the first destinations of disabled graduates nationally, What Happens Next? This year's report indicates a certain level of stability returning to the graduate labour market following last year’s downturn.
Each year, the AGCAS Disability Task Group produces a report on the first destinations of disabled graduates nationally. The 2012 What Happens Next? report (based on data collected from the 2009/10 cohort) has been published.
This year's report indicates a certain level of stability returning to the graduate labour market following last year’s downturn.
Download What Happens Next? A Report on the First Destinations of Disabled Graduates
Key findings
• The proportion of both disabled and non-disabled graduates entering employment rose clearly this year with the rate of increase for disabled graduates slightly higher than for their non disabled peers.
• Unemployment levels decreased for both groups with the rate of decrease marginally greater for disabled graduates.
• The proportion of graduates entering 'graduate level' employment improved this year, with, for the first time, higher proportions of disabled graduates in graduate level employment than non disabled graduates.
• Graduates with a 'Specific Learning Disability' and those with 'unseen disabilities' generally achieved more favourable outcomes than those with more apparent disabilities. The notable exception to this trend occurred among Deaf/Hearing Impaired graduates. Higher numbers of graduates from this group entered 'graduate level' occupations than any other category of graduates - disabled or non disabled - whilst unemployment levels for this group were the lowest of any disabled category.
• Graduates who are wheelchair users, or have mobility difficulties exhibited the lowest levels of full-time employment and the highest levels of unemployment.
• The sector attracting the highest numbers of both disabled and non disabled graduates was Human Health and Social Work.
• This year saw identical percentages of both groups entering 'management level' occupations.
• Earnings of disabled graduates compared well with non disabled graduates, although average starting salaries remained at 2009 levels for both groups.
Find out more
Further information can be obtained from the AGCAS Disability Task Group.
Case studies highlight award-winning work
A series of case studies has been produced to showcase the winning projects and initiatives recently commended as part of the AGCAS Awards for Excellence 2011.
The case studies have been compiled using the original submissions received from each AGCAS member service. They are intended to encourage and share good practice amongst HE careers professionals to help promote excellence in careers and employability work.
A series of case studies has been produced to showcase the winning projects and initiatives recently commended as part of the AGCAS Awards for Excellence 2011.
The case studies have been compiled using the original submissions received from each AGCAS member service. They are intended to encourage and share good practice amongst HE careers professionals to help promote excellence in careers and employability work.
The following awards were presented in 2011:
• Employability - Postive Futures for Northumbria graduates
• Entrepreneurship - BSEEN to be a winner in Birmingham
• Innovation - Northumbria's innovative animation
• International - UCLan and Shanghai's winning partnership
• Marketing - Leeds engages the unengaged
• Research - Leicester's research shows benefit of placements
• Staff Development - Staff development success for Leeds
• Technology - Huddersfield's GEMS
• Website - Portsmouth opens Purple Door online
• Careers Service Partnership - Edge Hill University and Enterprise
Rent-A-Car's winning partnership
• Work-related Learning - Asidua's a winner for Ulster Students
Work while studying: blessing or curse?
Research into undergraduates' experiences of working has been conducted by AGCAS member Angela Vesey, Senior Lecturer in the School of Social Sciences at Nottingham Trent University (NTU) and winner of the 2011 AGCAS John Roberts Memorial Prize. Angela's study, as part of her MA in Career Education, Information and Guidance in HE (CEIGHE), explored the nature and extent of undergraduates working at NTU, their motivations for working and its perceived impact.
Research into undergraduates' experiences of working has been conducted by AGCAS member Angela Vesey, Senior Lecturer in the School of Social Sciences at Nottingham Trent University (NTU) and winner of the 2011 AGCAS John Roberts Memorial Prize. Angela's study, as part of her MA in Career Education, Information and Guidance in HE (CEIGHE), explored the nature and extent of undergraduates working at NTU, their motivations for working and its perceived impact.
A fully referenced article, highlighting key issues for HEIs and careers services to consider when supporting working students, is available below to AGCAS members who have registered with this site and signed in.
This article was first submitted to Phoenix (January 2012).
My other job
Working a full-time job alongside running your own business can test your organisational and time management skills to the limit. Sam Doud, IT and Web Services Manager at the University of Leeds Careers Centre, also runs his own web design and consultancy business.
Working a full-time job alongside running your own business can test your organisational and time management skills to the limit. Sam Doud, IT and Web Services Manager at the University of Leeds Careers Centre, also runs his own web design and consultancy business.
Is it possible to do a nine to five job, run a business and still have fun and, most importantly, a life?
In the article below, which is available to AGCAS members who have registered with this site and signed in, Sam describes the realities of juggling two jobs.
This article was first submitted to Phoenix (January 2012).
HEA announces funding for internationalisation projects
The Higher Education Academy (HEA), in partnership with the UK Council for International Student Affairs (UKCISA), is inviting HE and FE institutions to submit applications for funding for pilot projects supporting internationalisation.
The Higher Education Academy (HEA), in partnership with the UK Council for International Student Affairs (UKCISA), is inviting HE and FE institutions to submit applications for funding for pilot projects that will:
• enhance the teaching and learning experiences both for international students studying in the UK and home students in the context of internationalisation;
• promote intercultural understanding to prepare students for employment in a global context.
Connections: Pilot projects supporting internationalisation will be funded by HEA in conjunction with UKCISA. Grants of up to £10,000 are available. Full details of the application procedure and criteria for awards are available in the funding document on the HEA website.
The closing date for applications is Monday 30 January 2012.
Postgraduate Students Task Group vacancy
The AGCAS Postgraduate Students Task Group has another vacancy on the group and hopes to recruit an AGCAS member who will be able to bring their expertise and a fresh perspective to advise and inform the group's activity.
Do you have an interest in postgraduate students? Do you have experience of working across a broad range of postgraduates – taught, research, vocational, non-vocational, conversion courses? Do you have experience and an interest in producing, editing and managing web content?
The AGCAS Postgraduate Students Task Group has another vacancy on the group and hopes to recruit an AGCAS member who will be able to bring their expertise and a fresh perspective to advise and inform the group's activity.
What does the group do?
The group meets twice a year (plus teleconferences) to stay up-to-date and plan their work. Resources include the Postgraduate Toolkit, An Introduction to Working with Postgraduate Students and information on the Postgraduate Community pages of the AGCAS website. The group also liaises closely with the Research Staff Task Group to ensure synergy across resources for those working with researchers.
How to apply
If you are able to commit to two or three days' group attendance, and can devote additional time to develop resources/share good practice (with the support of your Head of Service/Manager), then please email the following information to Julie Blant (Chair): name; institution; details of your remit with postgraduate students (eg, specialist role for university, school remit, generic service, resources developed); statement of interest (why do you want to join the group/relevant skills, knowledge or experience). Please also attach your CV.
The closing date is 28 January 2012.
Contact
If you would like to discuss the work of the group before applying, please feel free to contact any of the current members: Helen Stringer, The University of Warwick or Shahida Osman, Imperial College London.
AGCAS represented at diversity careers events
Percy Ngcobo, a member of the AGCAS Diversity Task Group, attended various LGBT careers events in the autumn of 2011, including the CASS LGBT Society Careers Panel Networking event, the Careers Diversity Show, and the Inside and Out Investment Banking event.
Percy Ngcobo, a member of the AGCAS Diversity Task Group, attended various LGBT careers events in the autumn of 2011, including the CASS LGBT Society Careers Panel Networking event, the Careers Diversity Show, and the Inside and Out Investment Banking event.
Students had the opportunity at all events to network with various LGBT professionals who work for such organisations as Morgan Stanley, Accenture, Procter & Gamble, Ernst & Young, the Royal Navy and Barclays Capital.
The Careers Diversity Show was hosted by leading LGBT publishers Square Peg Media, in partnership with Stonewall. Stonewall presented a number of seminars and workshops for LGBT candidates to help them make the most of diversity in the workplace.
A full summary of Percy's findings from the above events is available below to AGCAS members who have registered with this site and signed in.
Find out more about the AGCAS Diversity Task Group's activity in the area of LGBT careers and diversity issues.
Demystifying the PhD process
The AGCAS Postgraduate Students Task Group has produced a new resource aimed at practitioners working with postgraduate students. Demystifying the PhD Process evaluates the different approaches to helping students considering PhD study as their next step, outlines the differences in application procedures, and identifies strategies for careers professionals to apply when dealing with this client group.
The AGCAS Postgraduate Students Task Group has produced a new resource aimed at practitioners working with postgraduate students. Demystifying the PhD Process evaluates the different approaches to helping students considering PhD study as their next step, outlines the differences in application procedures, and identifies strategies for careers professionals to apply when dealing with this client group.
Find out more
Single admissions process for postgraduate initial teacher training (ITT): Consultation
The Department for Education announced in its Initial Teacher Training (ITT) Implementation Plan published last November that it would introduce a single application system for postgraduate teacher training courses, rather than having different systems for different training routes. The improved system is due to be operational from September 2013 for courses starting in 2014. The Graduate Teacher Training Registry (GTTR) has now launched a consultation on a new model to create this single admissions process.
The Department for Education announced in its Initial Teacher Training (ITT) Implementation Plan, published last November, that it would introduce a single application system for postgraduate teacher training courses, rather than having different systems for different training routes. This should make it much easier for potential trainees to access any teacher training course. The improved system is due to be operational from September 2013 for courses starting in 2014.
The Graduate Teacher Training Registry (GTTR) has now launched a consultation on a new model to create this single admissions process. The consultation document and details of the consultation process are available on the GTTR website. The consultation will remain open until 21 March 2012.
The AGCAS Teaching and Related Professions Task Group will collate a response on behalf of AGCAS. Please send your comments for inclusion in this to Sue Spence. It is also possible to send an individual response by completing the online survey form on the GTTR website.
'Graduate labour market holding up' AGCAS survey
More employers are looking for graduates according to university careers and employability professionals. Responding to the regular vacancy survey carried out by the Association of Graduate Careers Advisory Services (AGCAS), 87.5% of heads of careers services said that in their experience the graduate labour market was more buoyant (50%) or the same (37.5%) in the quarter ending 31 December 2011 compared to the same period in 2010.
More employers are looking for graduates according to university careers and employability professionals. Responding to the regular vacancy survey carried out by the Association of Graduate Careers Advisory Services (AGCAS), 87.5% of heads of careers services said that in their experience the graduate labour market was more buoyant (50%) or the same (37.5%) in the quarter ending 31 December 2011 compared to the same period in 2010.
Ups and downs
Respondents reported increases in vacancies in IT, engineering, retail and fast-moving consumer goods, whilst a more mixed picture was seen in the finance and construction sectors. Recruitment activity in the public sector was widely reported to be down.
The AGCAS quarterly report differs from those published by AGR and High Fliers, which survey only recruiters for larger companies' graduate training schemes. Universities carry all types of graduate vacancies for organisations from across the economic spectrum, including smaller companies and the not-for-profit sector.
Advice for graduates and employers
AGCAS Interim Chief Executive, Martin Pennington, said:
"The message to students and graduates is that there are many jobs to be had, even in the current competitive environment. Do your research; develop and learn how to articulate your skills; get work experience; write the best application you possibly can and prepare well for interviews. University careers and employability services can help with all of these.
And don't forget smaller employers. Not only do they offer many more opportunities, but they can provide a new graduate with varied experience and early responsibility."
He added some advice for employers:
"Whatever the size of your organisation, or whatever sector you're in, make sure that AGCAS and university careers services know what your recruitment needs are. Careers services can help you not only by advising and advertising your vacancies but by giving you opportunities to get to know students throughout their time at university. Savvy employers receive lots of applications from people who they know and who know them, which makes it more likely you'll find people who are right for you."
Media contact
Journalists wishing to arrange an interview should contact Chris Jackson (tel: 0191 240 3525).
AGCAS announces new Company Secretary
Sue Spence, Careers Adviser at the Careers and Employability Service at the University of Huddersfield, will be the new AGCAS Company Secretary. Sue will take up her position on the AGCAS Board of Directors with immediate effect and will serve for a period of three years.
Sue Spence, Careers Adviser at the Careers and Employability Service at the University of Huddersfield, will be the new AGCAS Company Secretary. Sue will take up her position on the AGCAS Board of Directors with immediate effect and will serve for a period of three years.
CV checking - keeping up with demand
AGCAS member Sarah Mallen, Information Manager at The University of Manchester, Careers & Employability Division, has been examining the levels of demand at other careers services for CV checking and application advice, who provides it, and exploring what methods are being used to keep up with the demand.
In November 2011, Sarah Mallen, Information Manager at The University of Manchester, Careers & Employability Division, sent a survey to information staff to determine the levels of demand for CV checking and application advice, who provides it and what methods services are using to keep up with the demand.
A total of 35 services responded to a survey, representing a good range of small and large student numbers. Every service who responded offered CV and application advice using a variety of methods.
View the survey results.
Vacancy on the Legal Profession Task Group
The AGCAS Legal Profession Task Group is seeking a new Chair. This is a rewarding role offering the opportunity to lead and make a significant contribution to the work of a key AGCAS task group.
The AGCAS Legal Profession Task Group is seeking a new Chair. This is a rewarding role offering the opportunity to lead and make a significant contribution to the work of a key AGCAS task group.
The role of Chair involves overseeing the work of the task group and chairing two meetings per year, held at the Bar Council and the Law Society respectively. You will network and liaise with the professional bodies that represent and regulate the legal profession - Solicitors Regulation Authority, Law Society, Bar Standards Board and Bar Council, in addition to key partners, such as AGR Legal and publishers/websites such as Globe Publishing/Lawcareers.net and Prospects Law. You will encourage and liaise with the task group's individual members and write the annual bid for AGCAS task group funding, in addition to ensuring that careers advisers working with law students within higher education institutions across the UK and Eire are kept abreast of key issues and developments relating to the education and training of future solicitors, barristers and legal executives.
Who should apply
The role of Chair is open to any AGCAS member careers adviser working within an AGCAS member HE careers service. You should preferably have substantial experience of working with and advising law students at undergraduate or postgraduate level, although others who are new to the role/caseload will also be considered.
How to apply
Please send a concise personal statement, preferably no more than one side of A4, outlining your relevant experience, skills and qualities and why you are interested in the role, to Nick Touati.
The closing date is Friday 9 March at 1pm.
To find out more about the role, email Nick Touati or tel 0161 247 3500.
Help raise awareness of careers in housing: ALO vacancy
AGCAS is seeking a liaison officer (ALO) for the Chartered Institute of Housing (CIH), the professional body for those working in, or involved in, the housing sector. CIH and other partner organisations in the sector are keen to continue to raise the profile of a career in housing and raise awareness of the breadth of opportunities for people, including graduates, at all stages of their career.
AGCAS is seeking a liaison officer (ALO) for the Chartered Institute of Housing (CIH), the professional body for those working in, or involved in, the housing sector. CIH and other partner organisations in the sector are keen to continue to raise the profile of a career in housing and raise awareness of the breadth of opportunities for people, including graduates, at all stages of their career.
The CIH has a growing membership of over 22,000 members throughout the world, the majority of which are based in the UK. Many of these members work for a range of housing organisations, local authorities, charities and private and public organisations. A high percentage of members are studying, completing housing qualifications from level 2 through to postgraduate level. Jill Allcoat, CIH Membership Development Manager, says: "Housing organisations are very diverse and require the skills and knowledge of people from many different disciplines and we are keen to use existing channels to help promote the sector".
What does an ALO do?
An ALO establishes and maintains an information-sharing relationship with their link organisation and disseminates industry information to the HE careers community through AGCAS communication channels: discussion lists, ARENA, the website and Phoenix. They also help their link organisation communicate with AGCAS members and better understand the needs of HE careers professionals and their students by alerting them to relevant networking opportunities, including AGCAS training, events and conferences.
In essence, an ALO updates their own and other AGCAS members' knowledge of employment, training, the graduate labour market and career development opportunities in a particular sector and, in return, helps professional bodies better understand how HE careers services work. The relationship is intended to be mutually beneficial.
Most ALOs maintain contact with their link organisation by email and telephone, although there is a budget to allow one or two face-to-face meetings a year. Full guidelines are available.
How to apply
If you would like to be considered for this role with the CIH, email Gemma Green by Friday 24th February outlining what you could bring to it and why it's of interest to you.
AGCAS links with other organisations
Employers shortlisted for careers service engagement award
Six employers have been shortlisted for The AGCAS Award for Excellence in Careers Service Engagement. They were all nominated by higher education careers services. The award is one of the prestigious annual TARGETjobs National Graduate Recruitment Awards.
Six employers have been shortlisted for The AGCAS Award for Excellence in Careers Service Engagement. They were all nominated by higher education careers services. The award is one of the prestigious annual TARGETjobs National Graduate Recruitment Awards.
Shortlist
• Enterprise Rent-A-Car - nominated by Aston University and the University
of Bradford
• Ernst & Young - nominated by Cardiff University
• Foot Anstey - nominated by Plymouth University
• GE - nominated by Loughborough University
• The Norfolk Network - nominated by the University of East Anglia
• Teach First - nominated by City University and Durham University
Employers were shortlisted for their commitment and contribution to the careers and employability education, information, advice and guidance offered at each AGCAS member service.
The winner will be announced at the awards ceremony on 4 April 2012.
Ticket discounts for AGCAS members
The eighth TARGETjobs National Graduate Awards evening will be held at Grosvenor House, Park Lane, London on Wednesday 4 April 2012. GTI, the organisers, are once again offering reduced price tickets for AGCAS members to attend. Tickets cost £130 per person (half the price of a normal ticket) and this includes a champagne reception, slap-up meal, wine on the table, celebrity presenter, presentation of the awards themselves (including the AGCAS award), charity auction and casino, and the usual dancing and drinking. The audience is comprised mainly of senior recruitment people from graduate recruiting companies so it's an excellent networking opportunity, as well as a great night out. Email Grace Banks if you'd like to join the 1,000 people at the Grosvenor in April.
The future of careers advice and guidance
Tom Davie, member of the AGCAS Board of Directors and Deputy Head of the Careers, Employability and Enterprise Centre at Durham University, will be a guest speaker at the Westminster Employment Forum on The future of careers advice and guidance - schools, universities and adult provision taking place on Thursday 26 April in central London.
Tom Davie, member of the AGCAS Board of Directors and Deputy Head of the Careers, Employability and Enterprise Centre at Durham University, will be a guest speaker at the Westminster Employment Forum on The future of careers advice and guidance - schools, universities and adult provision taking place on Thursday 26 April in central London.
Tom will speak about the future for university careers services following the introduction of the Key Information Set (KIS) and will discuss issues such as the ways in which careers services can work with businesses to expand work placements and internships for students and graduates, and whether universities should include modules on employment skills or enterprise within the course syllabus.
Vacancy on the Teaching and Related Professions Task Group
The AGCAS Teaching and Related Professions Task Group is seeking a new member with an interest in developing their knowledge of teacher training, recruitment and careers in the education sector.
The AGCAS Teaching and Related Professions Task Group is seeking a new member with an interest in developing their knowledge of teacher training, recruitment and careers in the education sector.
You don't need to be a careers adviser. You don't necessarily need to be an 'education expert', but you do need enthusiasm and a desire to contribute. Some knowledge of teacher training and the variety of roles in the education sector would be a distinct advantage.
This is a great opportunity and career move for anyone wishing to raise their profile in the HE careers community and make a valued contribution to AGCAS members' knowledge in the area. This is an active task group directly involved with and influencing policy making bodies at a senior level, actively lobbying on behalf of members' interests.
Activities range from writing publications for AGCAS (including Getting a Teaching Job, Applying for a PGCE and Education Alternatives); liaising with the main teaching bodies; responding to AGCAS queries on teaching; and organising training events.
How to apply
If you would like to apply to join this friendly group, email the Chair, Sue Spence, with a brief statement about your background, any relevant experience and your reasons for wanting to join, by Friday 2nd March. For an informal chat about the role, contact Sue on 01484 472124.
Key Information Set: Timetable and further information
Following a programme of research and development, which included research into the information needs of potential students, a consultation, pilots, and expert working groups, HEFCE are now working towards the implementation of the Key Information Set (KIS) in September 2012.
Following a programme of research and development, which included research into the information needs of potential students, a consultation, pilots, and expert working groups, HEFCE are now working towards the implementation of the Key Information Set (KIS) in September 2012.
HEFCE are using the Unistats website (which provides the opportunity to search and compare subject-based course information at different institutions) as a basis to develop a new website that incorporates both the KIS data and Unistats data. The current Unistats site will close in September 2012, when the new official website will be launched.
The 'KIS widget' is a presentation of a small portion of the KIS data. It will appear in context on university and college websites, on the relevant course web page. Institutions will be able to include widgets on their websites in September 2012 when the new national site is launched. It is expected that all institutions will have embedded widgets on all relevant course pages by the end of October.
Find out more
HECSU invites AGCAS to give feedback on LDLHE
HECSU (the Higher Education Careers Services Unit) has recently launched the second survey in its HEFCE-funded project to promote understanding of the Longitudinal Destinations of Leavers from HE (LDLHE). AGCAS members are invited to give feedback on some exemplar materials produced by HECSU to try to make the LDLHE data more accessible.
HECSU (the Higher Education Careers Services Unit) has recently launched the second survey in its HEFCE-funded project to promote understanding of the Longitudinal Destinations of Leavers from HE (LDLHE). AGCAS members are invited to give feedback on some exemplar materials produced by HECSU to try to make the LDLHE data more accessible.
In order to complete the survey, members are asked to:
• review all four examples of the materials HECSU has created using
findings from the LDLHE survey;
• complete a simple online survey telling HECSU whether the materials
produced are likely to be helpful to prospective HE students and their
advisers.
All four example materials and a link to the survey can be found on the HECSU LDLHE Project website.
Graduates in the labour market - analysis and comment
The Office for National Statistics (ONS) has published a report, Graduates in the Labour Market 2012, which looks at graduate and non-graduate employment over the last decade.
The Office for National Statistics (ONS) has published a report, Graduates in the Labour Market 2012, which looks at graduate and non-graduate employment over the last decade.
Highlights include:
• A higher employment rate for all graduates (86% compared to 72.3% for
non-graduates)
• A lower rate of inactivity for all graduates (10.1% compared to 20.9% for
non-graduates)
• Higher salaries (£15+ an hour versus under £9 for non-graduates)
• Most graduates (over 80%) are in higher skilled jobs
However, it is harder than it was for graduates to find higher skilled jobs. And there are differentials by subject.
ONS have also released an accompanying short video on YouTube.
Analysis
A number of commentators have already begun to analyse the findings:
• Charles Levy (The Work Foundation)
• Charlie Ball (HECSU)
See also the recent report Is graduate under-employment persistent? Evidence from the United Kingdom
AGCAS comment
Anne-Marie Martin, AGCAS President, said:
"In ten years, the job market has changed significantly but the definitions of 'low skill' and 'high skilled' haven't. Graduates who are keen on particular sectors will often take lower paid or lower skilled jobs to gain experience, prove commitment and get a foot on the first rung of the ladder. There is a subject differential, which any prospective student who doesn't want to 'start at the bottom' might want to consider when choosing their courses. The good news is that looking behind the headlines reveals that graduates are still faring significantly better in the job market than non-graduates."
AGCAS members who have registered with this website and signed in are invited to leave their comments below.
TARGETjobs Breakfast News: Employer branding
AGCAS was represented at the February 2012 TARGETjobs’ Breakfast News in London by board member Jane Standley, Director of the Student Employment, Experience and Careers Centre (SEEC) at the University of Reading. The focus this month was on branding.
AGCAS was represented at the February 2012 TARGETjobs’ Breakfast News in London by board member Jane Standley, Director of the Student Employment, Experience and Careers Centre (SEEC) at the University of Reading. The focus this month was on branding.
This is Jane’s report:
“Bryan Finn of Business Economics started the day with news on the economy. He reported that GDP has been positive for eight consecutive quarters since 2008 and should be up again in the first quarter of 2012, and that share prices are rallying. The gap between inflation and wages is narrowing and consumer confidence, while low, seems to be stabilising. An increase of between 1% and 2.5% in GDP is predicted for 2013 with the Business Economics estimate of 1.4% being sufficient to stabilise employment, although not lift it.
Levels of graduate unemployment
While an increase of 250,000 jobs in the private sector didn’t fully compensate for the loss of nearly 300,000 public sector jobs and unemployment is still rising with 8.4% of the UK workforce unemployed in October 2011, we are still nowhere near the double digit figures that were predicted and feared. In the third quarter of 2011, graduate unemployment stood at 13% but graduates remain significantly less likely to be unemployed than their non-graduate counterparts. Overall, job vacancies are still low but the trend is upward and manufacturing, professional and scientific, education, IT and communications, hospitality and health and social services have all seen an increase in vacancies.
Brand integrity
Wayne Hemingway of HEMINGWAYDESIGN was the special guest speaker and charted the story of his business from a stall in Camden market to the success of the Red or Dead and Vintage brands. The energy and passion that enabled him and his partner to upscale production and meet their first major order was truly inspirational and Wayne’s central message was that brand integrity is critical to business success.
Carl Gilleard continued the theme of branding and shared the results of a survey of AGR members. Over two thirds of respondents thought that their organisation’s brand was integral to their own role and just over a quarter thought that everyone in their organisation had prime responsibility for the brand. Interestingly, the graduate recruiters placed remuneration at the bottom of a list of elements they thought most likely to attract students and graduates, with professional development and personal development at the top.
Graduate perspective on job hunting
Marcus Body, Head of Research at the Work Group, challenged recruiters to consider whether they really were an employer of choice, first reminding them that in 2011 there were an estimated 65,000 graduate schemes and around 115,000 jobs that graduates just ended up doing, with the latter roles often being filled by high-calibre applicants.
He explained that research with final year students had revealed that 45% were not in the market for a graduate job for a variety of reasons, including having other plans, being too busy to apply, not believing they could get a place on a scheme and not finding the job attractive. No surprise to careers staff, Marcus showed that most students think first about the sector or job that they want to do, while only 14% of actual applicants and 8% of potential applicants think about the employer first. His conclusion was that employers could achieve a lot more by working together to guide students through the early stages of the career decision process.
Employee value proposition
Finally, Jez Langhorn, Vice President of People at MacDonald’s Restaurants UK, described his campaign to dispel the image of the McJob and poor staff retention by promoting the "employee value proposition". By ensuring staff recognised the benefits of working for the organisation and the "learning ladder" from crew member to business manager and consultant, MacDonald’s was able to increase staff commitment, competence and confidence with a resulting increase in customer visits, sales and profits.”
Presentation
Download the February 2012 TARGETjobs Breakfast News presentation
Graduate employability: Modern universities supporting graduates and meeting the needs of employers
AGCAS has produced a special issue of its e-digest, The Edge, to illustrate how different institutions affiliated to the university thinktank million+ are handling the twin challenges of supporting graduates' employability and meeting the needs of employers.
AGCAS has produced a special issue of its e-digest, The Edge, to illustrate how different institutions affiliated to the university thinktank million+ are handling the twin challenges of supporting graduates' employability and meeting the needs of employers. These examples of innovative and successful practice from the careers and employability services of universities demonstrate the benefits of strategy, creativity and collaboration.
Visit the million+ website to view the full e-digest, or to go direct to the case studies.
Postgraduate education consultation - AGCAS response
AGCAS has responded to a Higher Education Commission consultation on postgraduate education with a call for a review of funding, better access to work experience for postgraduate students and research staff, greater investment in careers education, information, advice and guidance for postgraduates and prospective students and more dialogue between HE and employers on postgraduate education and the needs of business.
AGCAS has responded to a Higher Education Commission consultation on postgraduate education with a call for a review of funding, better access to work experience for postgraduate students and research staff, greater investment in careers education, information, advice and guidance for postgraduates and prospective students and more dialogue between HE and employers on postgraduate education and the needs of business.
The consultation is to inform a major independent enquiry by the Higher Education Commission, a newly-formed independent body made up of 20 leaders from the education sector, the business community and the three major political parties. It was established in response to demand from parliamentarians for a more informed and reflective discourse on higher education issues, is chaired by Lord Alec Broers, former Vice Chancellor of the University of Cambridge, and is supported by the Sutton Trust.
AGCAS' response was informed by a survey of members by its Postgraduate Students and Research Staff Task Groups and of Heads of Service by the AGCAS CEO. We also drew the commission's attention to the many ways in which HE institutions currently smooth transitions from postgraduate education into business and academia, those professions and roles for which postgraduate qualifications are becoming the norm, and the implications for society if access to them is restricted to the better off.
Read AGCAS' full response
Citizens Advice Scotland launches graduate survey
Citizens Advice Scotland (CAS) is launching a national online survey of recent graduates who are struggling to find work. The move comes after its advisers across Scotland reported a rise in graduates facing financial problems because they could not get jobs.
Citizens Advice Scotland (CAS) is launching a national online survey of recent graduates who are struggling to find work. The move comes after its advisers across Scotland reported a rise in graduates facing financial problems because they could not get jobs.
CAS wants to investigate the extent of the problem and to give those affected 'a platform to have their say'. The online survey is due to run until 7 May 2012. Recent graduates can complete the survey on the CAS website or on its Facebook page.
Read the full story from BBC News Scotland
Business network for SMEs wins AGCAS award
The Norfolk Network was announced as the winner of the AGCAS Award for Excellence in Careers Service Engagement at the 2012 TARGETjobs National Graduate Recruitment Awards ceremony on 4 April.
The Norfolk Network was announced as the winner of the AGCAS Award for Excellence in Careers Service Engagement at the 2012 TARGETjobs National Graduate Recruitment Awards ceremony on 4 April.
The Norfolk Network was nominated by the University of East Anglia (UEA).
Lucy Marks, Development Director at the Norfolk Network, received the award from Paul Redmond, President-Elect of AGCAS, and Graham Storey, GTI Group CEO. She was accompanied by Adrienne Jolly, Graduate Employability Developer and GENE Coordinator at UEA, who nominated them for the award.
Dynamic community
Lucy said:
"We are so proud that our partnership work has been recognised nationally. We have a dynamic community of knowledge-based, market-leading SMEs from all sectors operating globally from Norfolk. They value the high-level skills and fresh perspectives that graduates can bring to their businesses. They can and have offered real opportunities for graduates to enter careers where their development is rapid and level of responsibility high within months, rather than years.
Time and resource is tight for any SME, so our partnership has enabled us to develop accessible ways of engagement and really make the graduate population part of our growing business community."
Adrienne added:
"We are delighted that AGCAS have given due recognition to what is an innovative and engaged community of SME's whose membership are committed to supporting higher-level skills. Working this closely with a business network means that employers can offer their time and expertise in a way which accommodates the small matter of running and growing their businesses. Lucy's contribution has been pivotal to the success of this relationship, and it was great to see her receive the award."
Nominations for the award were made by higher education careers services across the UK. Employers were shortlisted for their commitment and contribution to the careers and employability education, information, advice and guidance offered at each AGCAS member service.
Clear evidence
Paul said:
"We had lots of great nominations, which were clear evidence of the many excellent partnerships between employers and higher education careers services. However, it can be particularly challenging for universities to convince students of the range and quality of opportunities to be found in the small and medium-sized enterprises with which the majority will enter work, and to provide both practical examples of these and contacts with them. AGCAS is delighted to present The AGCAS Award for Excellence in Careers Service Engagement to the Norfolk Network for the depth, variety and quality of its engagement with Careers and Employability at the University of East Anglia, and with other institutions across the region."
View the shortlist
Graduate Labour Market Task Group: Update April 2012
The Graduate Labour Market Task Group (GLAM) met on 21 March 2012 with very full updates from HESA, HEFCE, BIS and HECSU. GLAM now requests comments and observations from AGCAS members about particular issues that arose around SOC coding and new job roles during the recent collection, together with specific enquiries about the future use of JACs codes.
The Graduate Labour Market Task Group (GLAM) met on 21 March 2012 with very full updates from HESA, HEFCE, BIS and HECSU. GLAM now requests comments and observations from AGCAS members about particular issues that arose around SOC coding and new job roles during the recent collection, together with specific enquiries about the future use of JACs codes.
Vacancies on AGCAS Board of Directors
AGCAS is recruiting motivated and enthusiastic volunteers to join its Board of Directors from 1 August 2012. Do you want to get involved in the management of AGCAS and making key decisions about its future development? Have you got ideas about what AGCAS should be and what it should be able to provide for its staff, members and stakeholders? As a professional body, a company, a charity and an employer, AGCAS needs to be represented at the highest level by a diverse group of committed individuals.
AGCAS is recruiting motivated and enthusiastic volunteers to join its Board of Directors from 1 August 2012. Do you want to get involved in the management of AGCAS and making key decisions about its future development? Have you got ideas about what AGCAS should be and what it should be able to provide for its staff, members and stakeholders? As a professional body, a company, a charity and an employer, AGCAS needs to be represented at the highest level by a diverse group of committed individuals. As a Director, you will be making a difference to the future of AGCAS.
We all rely on AGCAS and the important work it is doing. These are exciting times for AGCAS with the imminent appointment of a new Executive Director (ED) and Chief Operating Officer (COO). Joining the AGCAS Board would enable you to work with a friendly and committed team to address topical issues for our careers services and sector.
Nominations are invited from Associate Members of AGCAS for the two positions below. Please note that the Plenary Representative must be a Head of Service. All positions are for three years (1 August 2012 - 31 July 2015). Candidates may be nominated for one or more of the posts.
Vice-President
The Vice-President is a Director of AGCAS the Company, a Trustee of AGCAS the Charity and a Company Law Member. The Vice-President normally also has a specific portfolio of responsibility in addition to this role. There is no standard set of duties attached to this post and the role of the AGCAS Vice-President has tended to change as the officers themselves have changed. In broad terms, however, the role includes:
• deputising for the AGCAS President as necessary;
• policy-making (playing a key role in strategic planning and development);
• representing AGCAS externally, as required;
• other specific tasks as agreed.
Plenary Representative
Although this post does not carry a portfolio as such, the Plenary Committee Representative (who represents Heads of Service on the AGCAS Board) is one of the Company Directors and also a trustee of the Charity. The Plenary Representative chairs the Plenary Committee Business Meeting, which takes place at the Heads of Service Conference. The role encompasses:
• co-ordinating the annual Plenary Committee Business Meeting and Heads
of Service Conference in conjunction with the relevant AGCAS staff and
the organising region;
• acting as a formal and nominated link with AGCAS Heads of Service on
relevant and current issues;
• seeking the views of Heads of Service on a range of current issues and
concerns for discussion and representation to the AGCAS Board;
• providing support to the AGCAS President and liaising with the COO and
ED;
• liaising with regional Heads of Service groups.
For more information about the activities of AGCAS Board members, please see Roles and Responsibilities of the AGCAS Board, available below. You are also welcome to contact Paul Redmond (AGCAS President-Elect and current Plenary Representative and Vice President). Candidates will need to complete and return a Nomination Form and a Trustee Declaration, also available below.
The closing date for nominations is Friday 11 May 2012. THE DEADLINE FOR PLENARY REPRESENTATIVE HAS BEEN EXTENDED TO FRIDAY 25 MAY 2012.
AGCAS Diversity Task Group: an update on activity
The AGCAS Diversity Task Group was formed in April 2010 to explore, share and develop good practice in relation to the diverse needs, backgrounds and aspirations of a varied client group. During this time, the group has focused on a range of ways to develop services and resources.
The AGCAS Diversity Task Group was formed in April 2010 to explore, share and develop good practice in relation to the diverse needs, backgrounds and aspirations of a varied client group. During this time, the group has focused on a range of ways to develop services and resources.
This has included:
• producing a good practice guide, Working with Care Leavers;
• undertaking ongoing work with AGR to develop and raise awareness of
good practice among graduate recruiters regarding diversity and
employment;
• updating Diversity Matters;
• working with the AGCAS Disability Task Group in co-ordinating an analysis
of DLHE data for an age report version of What Happens Next?
Future projects will include producing a good practice guide for careers staff working with ex-offenders.
The task group has started an email discussion group for AGCAS members interested in sharing ideas and discussing issues linked to diversity. If you would like to be part of this email discussion list, or have any questions about our work, please contact Esyllt George, the Chair of the task group.
Are careers services and students' unions working closely enough?
The National Union of Students (NUS) conference is taking place this week. With employability high on student agendas, it seems like a good time to reflect on how well careers services and students' unions are working together.
The National Union of Students (NUS) conference is taking place this week. With employability high on student agendas, it seems like a good time to reflect on how well careers services and students' unions are working together.
National picture
AGCAS has always enjoyed a good relationship with the NUS. AGCAS is represented at this year's conference by Director, Sue Spence, of the University of Huddersfield. Sue will be contributing to a panel on global employability.
AGCAS' Skills Awards Task Group and the Development Officer for Higher Education in the NUS have been liaising closely over the new NUS Skills Award. They share practice and are looking at ways for the NUS, students' unions and universities to collaborate in the future. AGCAS President, Anne-Marie Martin, had represented AGCAS on the initial advisory group for the award.
The joint AGCAS, NUS, AGR (Association of Graduate Recruiters) Best Practice in Graduate Recruitment is reviewed regularly.
Local partnerships
On campus, we find plenty of evidence of collaboration for the benefit of students. Careers services and students' unions or associations have worked together for many years on the development and running of 'job shops', which facilitate students' access to paid work during vacations and term time. Many also jointly organise volunteering and jobs fairs. But a recent AGCAS survey of its members showed that these are just the tip of the iceberg. Here are just a few examples of what else is happening across the country:
• Birmingham City University Careers and Job Prospects Service has developed an Employability Award in collaboration with the SU. It was piloted with SU officers. The SU is represented on the service's Employability and Enterprise Working Group. The service helps train SU student mentors.
• Liverpool John Moores University World of Work Careers Centre has a SU Critical Friends Group, from which it receives much valued advice on marketing, internships, careers education modules and more.
• Oxford University Careers Service and SU have this year, for the first time, developed together a jointly-branded careers guide. The service's Springboard Programme for Undergraduate Females benefited hugely from student input. The SU identified demand, worked with writers, promoted the programme and engaged with participants.
• University of Brighton Careers Service has trained SU election candidates on presentation skills. At a strategic level, the SU works alongside the service on the university's Employability and Enterprise Group.
• University of East Anglia Careers and Employability has set up a Careers Student Liaison Group, which meets regularly. The group has started working on developing section 6.1 (on non-academic achievement) of the Higher Education Academic Achievement Award (HEAR).
• University of Huddersfield Careers and Employability Service and SU have brought together their two skills awards to create one enhanced employability programme (STARS - Student Training and Recognition Scheme) to help students make the most of their time at university. The programme is underpinned by an online reflective log developed collaboratively by the SU and the careers service.
• The University of Nottingham Careers and Employability Service runs an employability-related competition for SU affiliated societies. It challenges societies to develop initiatives to help their members improve and reflect on their employability. It also runs a bespoke programme for sabbatical officers.
• University of Reading Student Employment, Experience and Careers Centre has worked especially closely with SIFE, which operates as a SU student society. Careers staff have helped with project planning and presentation skills and the Reading team reached the national finals in 2012. They also works closely with the SU on the university's RED award and are represented on the advisory group for SStart Up, Reading's student entrepreneurship society.
• University of St Andrews Careers Centre has worked closely with its Student Association's Director of Student Development. The centre has supported Employability Week and has worked closely with individual school Student Presidents on subject-based initiatives.
• University of Sheffield Careers Service has worked especially closely with its SU International Adviser and Sabbatical Officer for International Students on issues facing overseas students.
• University of Sussex Careers and Employability Centre has made its Sussex Plus initiative available to all students involved in SU activities. It has also worked closely with the SU on diversity and equality initiatives.
A list of everything that's happening in every institution would be too long for this space, but partnership working is clearly widespread, welcomed by careers services and often innovative.
What SUs say
The enthusiasm of AGCAS members for working with students' unions was echoed by SU representatives:
"The partnership has been great for students as we've been able to pool our resources to provide the best possible services for students in Oxford. It has allowed us to think creatively about how we can improve the student experience by working together, right from access initiatives through to thinking about future employment. An excellent area of collaboration has been through training. We are working with the Service to offer training sessions to clubs and societies - using their alumni links to bring experts in to help students get the most out of their positions of responsibility. I think we've uncovered an area of huge potential that I hope will continue to thrive." Martha McKenzie, President, Oxford University SU
"The Students' Union and the Careers and Employability Centre here at the University of Sussex work closely to the benefit of our students. Utilising the best of the Union's engagement with students and CEC's expertise in professional development and employability, our collaborative working draws these two areas together to ensure students really understand the true benefits of their participation with each. Whether as a society committee member, a sports star or a community volunteer, the joined-up approach we take helps lead our students into the job market with a greater sense of their own employability, their skills and experience and the ways in which this will help them land the job they want. Co-funders of Project V, our community volunteering scheme, the Students' Union and CEC work together to ensure a positive engagement with and impact upon the local community, and through Sussex Plus have the ideal tool to help map and record skills development as the students progress with their volunteer placement. Our partnership ensures the students get the best service to understand how to translate their Union activities into the skills and experience that a potential employer will value. Individually we would not be able to do this, together we can." Mike Riley, Assistant Director, University of Sussex SU
What next?
Despite the many examples of collaboration, AGCAS certainly isn't complacent. The graduate labour market is constantly changing and there are challenging times ahead.
AGCAS is currently developing a position statement on skills awards and we will need to work with the NUS, individual university careers services and SUs to implement it to the benefit of students.
Members have told AGCAS that they would like us to work with the NUS on issues around internships. AGCAS has a clear position statement, but we could work more closely with the NUS on reviewing and promoting it.
The joint AGCAS, NUS, AGR (Association of Graduate Recruiters) Best Practice in Graduate Recruitment is due a review to ensure that it remains useful to all parties.
AGCAS President, Anne-Marie Martin, said:
"Institutions rely on the expertise of their careers services to create and support institution-wide employability strategies delivering everything from work experience opportunities, in-curriculum coaching to specific student-centred advice and guidance. The NUS is a crucial component of such strategies, helping to develop student skills outside the curriculum. As can be seen from the examples, reach and impact are enhanced when careers and employability services and student unions collaborate. AGCAS (the voice of higher education careers and employability professionals) wishes the NUS all the very best for their conference this week. I am delighted that AGCAS is represented in Sheffield and look forward to seeing the local collaborations replicated at national level."
For more information
Contact Chris Jackson
AGCAS members, who are signed into the AGCAS website, can comment below. Comments will be visible to other AGCAS members only.
AGCAS at the NUS conference
AGCAS Director and Company Secretary, Sue Spence, also Careers Adviser at the University of Huddersfield, represented AGCAS at the NUS conference held in Sheffield in April. Sue was a panellist on the conference's Global Employability Panel, a fringe event organised by NUS International Students' Officer, Christina Yan Zhang.
AGCAS Director and Company Secretary, Sue Spence, also Careers Adviser at the University of Huddersfield, represented AGCAS at the NUS conference held in Sheffield in April. Sue was a panellist on the conference's Global Employability Panel, a fringe event organised by NUS International Students' Officer, Christina Yan Zhang.
Sue's report is available below to AGCAS members who have registered with this site and signed in. Sue has also prepared slides, which may be helpful to AGCAS members who are presenting to students' unions on related topics.
Graduates have reasons for optimism - despite recession
The graduate labour market is holding up well compared to the last quarter of 2011, according to university careers and employability professionals. Responding to the regular vacancy survey carried out by AGCAS, 80% of heads of careers services said that, in their experience, the graduate labour market was more buoyant (35%) or the same (45%) in the quarter ending 31 March 2012 when compared to the last quarter. 60% said it was more buoyant (50%) or the same (10%) compared to the same period last year.
The graduate labour market is holding up well compared to the last quarter of 2011, according to university careers and employability professionals. Responding to the regular vacancy survey carried out by AGCAS, 80% of heads of careers services said that, in their experience, the graduate labour market was more buoyant (35%) or the same (45%) in the quarter ending 31 March 2012 when compared to the last quarter. 60% said it was more buoyant (50%) or the same (10%) compared to the same period last year.
Ups and downs
For the second quarter running, respondents reported particular shortages of candidates who are well-qualified for careers in IT and engineering, along with increased numbers of vacancies in retail and fast-moving consumer goods. Some careers and employability services also reported a somewhat improved picture in architecture and construction. Recruitment activity in the public sector was again widely reported to be down.
Improved services
Not all of the increase in vacancies was put down to the economy. A number of universities said that they had improved their systems for advertising vacancies, which had made them more attractive to recruiters. Others reported that they had become more successful at engaging with small and medium-sized employers (SMEs) or that employers were reporting that they were impressed by the quality of their graduates.
AGCAS President, Anne-Marie Martin, Director of The Careers Group, University of London, said:
"Although we know the economy is still in recession, there appear to be causes for optimism. There are still jobs out there and it's important to get that message across.
However, the graduate labour market is still very competitive. Our advice to students and graduates is: do your research; consider smaller employers as well as well-known companies; develop and learn how to articulate your skills; get work experience; write the best application you possibly can and prepare well for interviews. University careers and employability services can help with all of these.
It's not surprising that some AGCAS members say that interest from employers has improved. Astute universities are putting more resources into the employability of graduates. Careers services can help put recruiters of all sizes and sectors in touch with highly skilled and motivated candidates."
The AGCAS quarterly report differs from those published by AGR and High Fliers, which survey only recruiters for larger companies' graduate training schemes. Universities carry all types of graduate vacancies for organisations from across the economic spectrum, including smaller companies and the not-for-profit sector.
Media contact
Journalists wishing to arrange an interview with a senior representative of AGCAS, the voice of careers and employability professionals, should contact Chris Jackson (tel: 0191 240 3525).
ALO vacancy with the Institute of Physics (IOP)
AGCAS is seeking a liaison officer (ALO) for the Institute of Physics (IOP). The IOP has a worldwide membership of around 40,000 comprising physicists from all sectors, as well as those with an interest in physics. It works to advance physics research, application and education, and engages with policymakers and the public to develop awareness and understanding of physics.
AGCAS is seeking a liaison officer (ALO) for the Institute of Physics (IOP). The IOP has a worldwide membership of around 40,000 comprising physicists from all sectors, as well as those with an interest in physics. It works to advance physics research, application and education, and engages with policymakers and the public to develop awareness and understanding of physics.
Thanks to outgoing ALO Jeanette Holt, Careers Adviser at the University of Surrey, AGCAS has established strong links with the IOP over recent years through Vishanti Fox, Careers Manager, which has resulted in annual Physics Information Days for careers staff and free membership of the IOP for careers advisers with a physics caseload.
What does an ALO do?
An ALO establishes and maintains an information-sharing relationship with their link organisation and disseminates industry information to the HE careers community through AGCAS communication channels: discussion lists, ARENA, the website and Phoenix. They also help their link organisation communicate with AGCAS members and better understand the needs of HE careers professionals and their students by alerting them to relevant networking opportunities, including AGCAS training, events and conferences.
In essence, an ALO updates their own and other AGCAS members' knowledge of employment, training, the graduate labour market and career development opportunities in a particular sector and, in return, helps professional bodies like the IOP better understand how HE careers services work. The relationship is intended to be mutually beneficial.
Most ALOs maintain contact with their link organisation by email and telephone, although there is a budget to allow one or two face-to-face meetings a year. Full guidelines are available.
How to apply
If you would like to be considered for this role with the IOP, email Gemma Green by Friday 11th May 2012 outlining what you could bring to it and why it's of interest to you.
Career theory workshop wins Jan AGCAS award
Jan Perrett, Deputy Director at The University of Nottingham, has won the John Franks Award for her Biennial 2011 workshop examining careers theory.
The award, sponsored by Yorkshire and Humberside Heads of Service in memory of their colleague John Franks, who sadly died in service in Spring 2008, is awarded to the best workshop delivered at an AGCAS Biennial Conference.
Jan Perrett, Deputy Director at The University of Nottingham, has won the John Franks Award for her Biennial 2011 workshop examining careers theory.
The award, sponsored by Yorkshire and Humberside Heads of Service in memory of their colleague John Franks, who sadly died in service in Spring 2008, is awarded to the best workshop delivered at an AGCAS Biennial Conference.
Jan's workshop, What's the point of careers theory?, came out top in the post–conference evaluation. Feedback from Jan's session included:
"A refreshing and really excellent workshop, which reminded me of why I went into guidance in the first place: the focus on helping the individual"
"Wow! Jan Perrett's session was spectacularly good"
"Thoroughly enjoyed this session - allowed professional discussion and stretched the thinking"
Jan was presented with an engraved decanter by Linda Byrne, AGCAS Training and Publications Manager, at The University of Nottingham's Careers and Employability Service.
Download the PowerPoint slides from the workshop (W501)
Vacancy on the AGCAS Education Liaison Task Group
The AGCAS Education Liaison Task Group is currently looking for two new members with an interest in the national destinations of students and a desire to contribute to the publication What Do Graduates Do?.
The AGCAS Education Liaison Task Group is currently looking for two new members with an interest in the national destinations of students and a desire to contribute to the publication What Do Graduates Do?, which is a collaboration between HECSU who provide the statistics, AGCAS who provide the case studies and commentary, and UCAS who distribute the publication. It provides a comprehensive look at the graduate job market and is distributed to every secondary school and HE institution in the country, as well as being available for individuals to purchase online. For last year's publication, please see What do Graduates Do? 2011.
The group meets three times a year (sometimes by conference call) and is responsible for looking at the destinations of graduates on a national basis across a huge range of disciplines, providing commentary on changes in employment rates, types of employment, new developments, etc, to assist the careers advisers, teachers, parents and prospective students who use the publication to understand trends.
The main meeting of the group occurs in May each year and the writing is done during the quieter months of July and August. Writers are responsible for one area of the publication, eg arts and humanities, and roles are allocated when the group meets in May.
Interested? If you feel that you would enjoy being involved in this task group and your head of service is agreeable, please contact Janice Montgomery (Chair) as soon as possible with an indication of your interest and experience. The next meeting of the group is on the 16th May 2012.
AGCAS and the Careers Profession Alliance (CPA)
AGCAS considers it essential that individuals have access to high-quality careers and employability education, information, advice and guidance (CEIAG) when they need it: while at school, college or university; studying full time, part time or not at all; and whether in employment or not. We also believe that the wider national interest is furthered by careers professionals working closely together. Whenever possible, the profession should speak with one voice.
AGCAS considers it essential that individuals have access to high-quality careers and employability education, information, advice and guidance (CEIAG) when they need it: while at school, college or university; studying full time, part time or not at all; and whether in employment or not. We also believe that the wider national interest is furthered by careers professionals working closely together. Whenever possible, the profession should speak with one voice.
In the beginning
For this reason, AGCAS was involved with the Careers Profession Alliance (CPA) from its inception in 2010. It was recognised at the time that it would be a challenge to set up an umbrella body to replace separate membership organisations, each with its own strategic priorities, history, structure and culture. Common ground clearly existed but, equally, there were important differences between the various associations in the sector. As the voice of higher education careers and employability professionals, AGCAS had to consider how the particular needs of its members and those they serve continued to be met. We discussed with the other associations both the areas of common ground and the differences and issues arising from them. We also consulted AGCAS members.
Serving all members
Unlike some other careers organisations, AGCAS is not just a membership organisation for individuals; it is, first of all, an association of matrix-accredited HE careers and employability services, which are closely aligned to their institutional agendas, including those concerning employability, the student experience and international, national and regional positioning.
Neither does AGCAS represent only individual guidance practitioners; it serves professionals from across and beyond HE, who work in many different careers and employability-related roles and who develop, manage and deliver a wide range of services to HE students, graduates, academics, other professionals and institutions. The four organisations (ICG, ACEG, NAEGA and ACPI) who currently constitute the CPA comprise individuals who deliver careers education, information, advice and guidance (CEIAG). The priority of the AGCAS Board had to be to ensure that all of its members' diverse needs would be fully met.
Another challenge was the determination of some CPA members to move very rapidly towards a single organisation, the proposed CDI (Career Development Institute). This would have had major implications for AGCAS, its staff and its work for both services and individual AGCAS members. In addition, there were (and remain) considerable legal and financial barriers to dissolving AGCAS, the company and charity, which would have been necessary in order to become part of the proposed single body.
For all of these reasons, AGCAS announced in October 2011 that it would not proceed towards full integration. A number of other organisations withdrew at around the same time.
AGCAS President, Anne-Marie Martin, said at the time:
"The changing nature of higher education careers services and the drive to increase the employability of students and graduates mean that AGCAS, on behalf of its members, must continue to focus on a broader range of agendas than CPA currently addresses.
We wish the CPA all the best with its work to develop a common framework for guidance services and we intend to keep lines of communication open."
Continuing dialogue
Since then, the AGCAS Board has continued to communicate with CPA. AGCAS has, for example, been fully supportive of the CPA proposal to establish a register of career development professionals. We shared with it work that we had previously carried out towards a proposed AGCAS register of practitioners, and we have ensured that AGCAS qualifications will be recognised for admission to the CPA register, for which AGCAS members will be eligible to apply from January 2013. (Individuals who are members of one of the four current CPA member organisations are eligible to apply now.) We will also be revisiting proposals for an AGCAS professional register and how, in the future, it might align with that of the CPA. Indeed, we will keep under review both our relationship with the CPA and the possibility of a more formal involvement in the proposed CDI.
In the meantime, AGCAS continues to be the voice of HE careers and employability professionals. It is regularly consulted by and makes its members' views known to government, HE, employer, student and other stakeholder organisations. We are represented on many key advisory groups and committees and we will continue to work closely with other careers and employability organisations, both internationally and in the UK, including the CPA/proposed CDI.
AGCAS members who are signed into the AGCAS website can leave comments below or contact Chris Jackson about any aspect of the above. Chris will pass your comments as appropriate to members of the AGCAS Board.
New Chief Operating Officer for AGCAS
AGCAS has appointed a new Chief Operating Officer. Ian Ford will start on 6 June 2012. Ian is a qualified accountant who worked in finance at Kodak and BAA, before spending 17 years at the Automobile Association and then becoming Director of Finance and Resources for the charity Hearing Dogs for Deaf People.
AGCAS has appointed a new Chief Operating Officer. Ian Ford will start on 6 June 2012. Ian is a qualified accountant who worked in finance at Kodak and BAA, before spending 17 years at the Automobile Association and then becoming Director of Finance and Resources for the charity Hearing Dogs for Deaf People. After two years, Ian was promoted to Chief Executive, a role he filled for four years. He steered the charity through considerable change and moved the turnover from £4.5m to £6.2m.
Before he officially starts at AGCAS, we will be arranging for him to visit a number of careers services. Ian is looking forward to meeting as many members as possible over the coming months.
Executive Director
After much deliberation, AGCAS Executive decided not to appoint an Executive Director at this time. Although it remains committed to the need for the two roles, it was decided to allow Ian a little time to bed in and to re-advertise the Executive Director role in the Autumn.
Future of careers and guidance - AGCAS director's presentation
Tom Davie, Director of Professional Development on the AGCAS Board and Deputy Head of Careers at Durham University, delivered a paper at the recent Westminster Employment Forum, which focused on the future of careers advice and guidance in relation to schools, universities and adult provision.
Tom Davie, Director of Professional Development on the AGCAS Board and Deputy Head of Careers at Durham University, delivered a paper at the recent Westminster Employment Forum, The future of careers advice and guidance - schools, universities and adult provision.
A wide variety of senior careers professionals, academics, employers and government advisers attended the event, at which, despite the launch of the National Careers Service (NCS), concern was expressed by both presenters and delegates about the future of impartial and professional careers advice in England. However, there was also commitment from participants representing all sectors to ensuring that young people, students and adults received the 'best possible' careers education, information, advice and guidance (CEIAG).
Tom addressed a panel on The future for university careers services following the introduction of the Key Information Set (KIS). Following his presentation, there was a wide-ranging discussion, which included consideration of careers services' relationships with alumni, the role alumni could play in supporting students with information and advice and with employment opportunities, and the commitment AGCAS has to training careers and employability professionals.
Tom's presentation is available below.
Download a full transcript of the conference
TARGETjobs Breakfast News: Apprenticeships
TARGETjobs' Breakfast News this month focused on apprenticeships. The event took place in London on 26 April 2012.
TARGETjobs' Breakfast News this month focused on apprenticeships. The event took place in London on 26 April 2012.
Economic forecast
After a welcome from Simon Rogers, Bryan Finn of Business Economics Ltd began by giving a comprehensive analysis of the macro economic factors currently affecting graduate recruitment.
Apprenticeships
Philip Taylor, star of The BBC's The Apprentice, talked about the benefits to businesses and the support available in the development of a programme based on his work in the City of London Corporation.
Graduates vs apprentices
Marcus Body, Head of Research at Work Group, explored the business rationale for graduate schemes and apprenticeship schemes, relative to each other and to standard lateral hiring.
The world turned upside down?
John Morewood, Senior Apprenticeships and Qualifications Specialist at HSBC Bank plc, looked at how a few years ago graduate recruitment was all the rage and apprenticeships were dismissed as relics of a bygone age. Now, apprenticeships are enjoying a resurgence with some 'experts' saying they could replace graduate schemes in a few years.
Presentation
Download the April 2012 TARGETjobs Breakfast News presentation
National Council for Careers - members appointed
An announcement has been made by Skills Minister, John Hayes, concerning the membership of England's new National Council for Careers.
An announcement has been made by Skills Minister, John Hayes, concerning the membership of England's new National Council for Careers.
The Chair will be Dr Deirdre Hughes, who has a wealth of experience in the careers guidance sector. She is a member of the Executive Board of Directors at the UK Commission for Employment & Skills (UKCES) and was awarded an OBE in the 2012 New Year Honours List for her services to careers guidance. Dr Hughes will be supported on the council by ten members who each have expertise in the sector. Full details can be found on this BIS press release.
A number of very experienced HE careers and employability service managers and practitioners applied for membership of the council but unfortunately none were appointed. However, it is understood that the UK Careers Sector Strategic Forum on which AGCAS, the voice of higher education careers and employability professionals, is represented will serve as a communication link between the National Council for Careers and the careers sector.
Careers guidance - consultation on extension to duty to provide
The Department for Education (DfE) in England has announced a consultation on extending the duty to provide independent and impartial careers guidance down to year 8 and up to young people aged 16-18 studying in schools, sixth form colleges and further education institutions.
The Department for Education (DfE) in England has announced a consultation on extending the duty to provide independent and impartial careers guidance down to year 8 and up to young people aged 16-18 studying in schools, sixth form colleges and further education institutions.
Read more about the consultation
AGCAS response
AGCAS plans to respond on behalf of higher education careers and employability professionals. Please send your views to Chris Jackson by Friday 15 July 2012.
Vacancy for head of service on AGCAS Board - new deadline
The deadline for nominations for the position of Plenary Representative on the AGCAS Board of Directors has been extended to Friday 25 May 2012. This position is an excellent opportunity for any head of service who would like to play an important part in ensuring that the association continues to serve well all AGCAS-member higher education careers and employability services and the staff who work in them.
The deadline for nominations for the position of Plenary Representative on the AGCAS Board of Directors has been extended to Friday 25 May 2012. This position is an excellent opportunity for any head of service who would like to play an important part in ensuring that the association continues to serve well all AGCAS-member higher education careers and employability services and the staff who work in them.
How to make a nomination
Vice-President
Three nominations were received by the deadline for the position of Vice-President, so an election will be held. Details will be made available shortly.
New report examines graduate destinations by age
A new report commissioned by the AGCAS Diversity Task Group examines the destinations of graduates categorised by age, to examine whether age impacts on a graduate's post-graduation employment prospects. What Happens Next: Age Report has produced some very interesting results.
Over the past ten years, AGCAS, through some of its task groups, has funded research reports into the destinations of disabled graduates and ethnic minority graduates.
For the first time this year, research has been undertaken into the destinations of graduates categorised by age, to examine whether age impacts on a graduate's post-graduation employment prospects.
Data analysis
Commissioned by the AGCAS Diversity Task Group and written by the authors of the What Happens Next? series of reports, What Happens Next: Age Report has produced some very interesting results:
• overall, older graduates are performing well compared to more traditional
aged graduates;
• older graduates who had completed their degrees in a part-time mode of
study generally performed better than those that had studied full-time;
• higher proportions of older graduates were in full-time employment than
younger ones, and less were engaged in further study (however the rate
of unemployment was slightly higher amongst older graduates);
• higher proportions of older graduates were engaged in graduate level
work, and they also tended to earn more.
Download What Happens Next: Age Report
New articles for AGCAS
Amendments to AGCAS' Articles of Association, which were agreed at January's Heads of Service conference, have now been approved by the Charity Commission. The aims of the changes were to simplify the legal document that underpins AGCAS' work and to give the association more flexibility than the original version allowed for.
Amendments to AGCAS' Articles of Association, which were agreed at January's Heads of Service conference, have now been approved by the Charity Commission. The aims of the changes were to simplify the legal document that underpins AGCAS' work and to give the association more flexibility than the original version allowed for. In view of the many changes taking place in HE and the graduate labour market, the AGCAS Board and senior staff consider this flexibility an important step for the organisation.
New terminology
The change that many members will notice immediately is a change in terminology. 'Associate Members' will from now on be known as 'Full Members'. This is purely a change of name to make it clearer that this category confers the full range of benefits available to an individual member. 'Full Members' are those members who work in an HE careers and employability service, which is itself a 'Service Member' of AGCAS.
The new articles also allow for overseas HE careers and employability services to become a 'Service Member' of AGCAS. Plans for how to implement this change are currently being drawn up.
View the revised Articles of Association
View AGCAS membership categories
It will take some time to ensure that all AGCAS publications and documents reflect the new terminology. If you have any queries about any of the above, please contact Chris Jackson or another member of the AGCAS Staff.
International students: where are all the placements?
Evidence from the International Student Barometer survey shows that the lack of placement opportunities is one of the most frequent criticisms by overseas students of their time in the UK. Here, members of the AGCAS Placement and Work-based Learning Task Group offer their perspectives, including both 'real' and 'perceived' reasons as to why international students have greater difficulty accessing placements.
Evidence from the International Student Barometer survey shows that the lack of placement opportunities is one of the most frequent criticisms by overseas students of their time in the UK. Here, members of the AGCAS Placement and Work-based Learning Task Group offer their perspectives, including both 'real' and 'perceived' reasons as to why international students have greater difficulty accessing placements.
AGCAS members who have registered with this website and signed in can download the task group's report below.
This article first appeared in Phoenix (May 2012).
Generating placements overseas for UK students
The recent report Global Graduates into Global Leaders focuses on the need for UK graduates to work across national borders, manage complex international and intercultural relationships and understand global aspects of the world of work. Instrumental in driving the number of UK students going overseas is the need to increase the number of international work and study placements available to them.
The recent report Global Graduates into Global Leaders focuses on the need for UK graduates to work across national borders, manage complex international and intercultural relationships and understand global aspects of the world of work. The startling figure in the report - that the UK is ranked only 34th for external student mobility - serves as a wake-up call for the UK economy.
Here, members of the AGCAS Placement and Work-based Learning Task Group offer their perspectives on how to drive the number of UK students going overseas by first increasing the number of international work and study placements available to them.
AGCAS members who have registered with this website and signed in can download the task group's report below.
This article first appeared in Phoenix (May 2012).
Australian research into student disabilities
Members of the AGCAS Disability Task Group recently worked with Mark Glascodine, a careers adviser based in Melbourne, Australia, who specialises in working with people with disabilities. Mark visited the UK in October to learn more about the systems implemented by HE institutions here to support disabled students in transition.
Members of the AGCAS Disability Task Group recently worked with Mark Glascodine, a careers adviser based in Melbourne, Australia, who specialises in working with people with disabilities. Mark visited the UK in October to learn more about the systems implemented by HE institutions here to support disabled students in transition.
During his visit, Mark met a wide range of AGCAS colleagues, disability services staff, employers, graduate recruiters, disability organisations, and groups and individuals involved in developing tools and resources aimed at students with disabilities.
You can read more about Mark's experiences in his visit report, which is available below to AGCAS members who have registered with this site and signed in.
This article first appeared in Phoenix (May 2012).
Election for AGCAS Vice-President
Following the recent advertisement for a Vice-President to serve on the AGCAS Board, Full Members of AGCAS are invited to vote in an online poll to decide who should be elected.
Following the recent advertisement for a Vice-President to serve on the AGCAS Board (for the period 1 August 2012 - 31 July 2015), Full Members of AGCAS are invited to vote in an online poll to decide who should be elected. Nominations were received for:
• Terry Dray
• Jenny Owen
• Lucy Madahar
In accordance with the Memorandum and Articles of Association of AGCAS, an election is being held. Full Members of AGCAS are now invited to vote to decide which nominee should be elected. (Full Members of AGCAS are heads of careers services, careers advisers and other professional staff and administrators currently employed by a careers service which is a Service Member of AGCAS).
Each Full Member may cast only one vote. The nominee who secures the most votes by the closing date of Tuesday 12 June 2012 will be duly elected.
Nominee profile statements
• Terry Dray
I am very pleased to stand for Vice-President. As professionals, we know we face challenges including operating in a rapidly changing environment where added value, transparency, stakeholder experience, value for money, continuous improvement, political awareness, brand management and competitiveness are imperatives. This is a very important time for us all and we need a collectively engaged, proactive and smart Association.
I have wide experience of policy-making, strategic planning and development and have acted many times as a consultant and an external reviewer of careers services in the UK and overseas. I am very committed to professionalism, stakeholder engagement and providing an excellent offer to those investing in higher education, be they students, employers or policy makers. A few years ago I enjoyed serving on the AGCAS Executive Committee (as it was then).
I am currently the Director of Graduate Advancement and Employer Engagement at Liverpool John Moores University. I have a senior management role within the institution. I have worked in higher education careers services for 20 years and held management positions at Oxford University as Director of the Career Service, Warwick University, the University of Manchester and Chester College, so I have varied experience of the challenges of operating in different types of university.
I am standing for Vice-President because I feel I have a contribution to give, can represent AGCAS in the manner expected and can make a difference.
• Jenny Owen
We live in interesting times – employability is higher on the agenda at most institutions than it has been for a long time. This brings opportunities but also significant challenges given the economic situation and the increased pressure to provide measurable outcomes in short time frames. AGCAS is an institution that can truly be much more than the sum of its parts and an invaluable support to its members. Recent innovations, such as AGCAS position statements and guidelines, have been excellent additions to the collaborative projects that provide resources for students and I'd like the opportunity to continue to grow this area of work. Individual institutions can achieve great things and the diversity of AGCAS is one of its strengths. Having said that, there are areas, eg the thorny issue of Convention de Stages, where speaking as one voice and partnering with international bodies such as FEDORA would bring tangible benefits to the membership. Alongside supporting the President and fulfilling the trustee role, it's these sorts of issues of common interest across the sector that I would want to identify and action.
I joined AGCAS in 2003 and as part of The Careers Group worked at Queen Mary, University of London, SOAS, London School of Hygiene and Tropical Medicine and King’s College London where I was Head of Service for five years prior to moving to LSE in January 2011. During my last two years at The Careers Group, I acted as part of the Directors Group balancing my role as Head of Service at King's with looking at strategy, policy and implementation across the federal service.
From 2008-2011, I served on the Board of Directors for Epping Forrest District Citizens Advice Bureau – an organisation that faces many challenges familiar to our own professional body – and gained very useful experience of charity management and governance.
• Lucy Madahar
I am currently employed as Assistant Director of Student Services at Birmingham City University. My remit includes managing the careers and employability services, student finance service and international student advisory service. As AGCAS Vice-President, I would be able to offer over 20 years' experience of delivering careers coaching and employability skills training within the HE sector, where I’ve developed extensive experience of working with a wide range of clients, including students, graduates, managers, career changers and clients facing redundancy. I have practical experience of developing strategies and delivering services that improve students' employability, including securing employers' collaboration in this process.
Since 2008, I’ve also taken on the role of AGCAS Director of Quality and Membership. This has enabled me to develop an in-depth knowledge of the impact of quality standards on the capacity of careers services to respond effectively to students' and employers' needs. I have played an active part in developing the membership of AGCAS, including developing opportunities for overseas careers services to join as well as promoting the benefits of Affiliate Membership to university staff working outside of a HE careers service. During my tenure as Director, I have worked on the AGCAS Board developing a range of policies and actively contributed to the strategic planning and development of AGCAS. One of these achievements included simplifying the Articles of Association to ensure processes, procedures and membership categories were easier to understand and implement.
I believe I can offer the skills, qualities and experience required of the AGCAS Vice-President that members would expect. I therefore ask for your vote in supporting my nomination.
For further information about myself and my professional background, please check out my LinkedIn profile.
How to vote
To vote, please make sure you are first signed into the AGCAS website and then go to the online poll. Only Full Members of AGCAS are eligible to vote. In the case of any difficulty registering your vote, please email ict@agcas.org.uk. The closing date is Tuesday 12 June 2012.
Survey reveals trust in careers services
High Fliers, in association with The Times, have released their annual review of students' perceptions of careers, career expectations and future aspirations. Over 17,000 final year students from 30 of the country's higher education league table leaders took part in The UK Graduate Careers Survey 2012. The data shows how trusted careers services are, with 93% of finalists surveyed having used the service. It also suggests more and more students are undertaking work experience and internships, supported by their careers service.
High Fliers, in association with The Times, have released their annual review of students' perceptions of careers, career expectations and future aspirations. Over 17,000 final year students from 30 of the country's higher education league table leaders took part in The UK Graduate Careers Survey 2012. The data shows how trusted careers services are, with 93% of finalists surveyed having used the service. It also suggests more and more students are undertaking work experience and internships, supported by their careers service.
AGCAS President, Anne-Marie Martin, commented:
"The survey adds to the extensive evidence that quality-accredited careers services are the best way to support students, both in terms of developing skills for employability and engaging with future prospective employers, as well as developing their understanding of the core concepts of self-awareness and opportunity awareness for their own employability. It also highlights that services are doing things right in delivering in a way that students want and can access."
Innovative practice
The survey results indicate that careers services' innovative practice to reach out to students is paying dividends, with more engaging via the web and in their own academic schools rather than the more traditional model of a 'place to go'. Those who do go, on average, go three times indicating how they have found value in each visit and continue to make use of good quality impartial information, advice and guidance.
By students changing how they want to engage and the services responding, those services continue to add value to their institutions and to their clients. This makes them the central choice for employers looking to engage with students.
Quality position
AGCAS members' own research indicates that the services offered to students are consistently valued by students. Unlike commercial services, AGCAS members are quality accredited and impartial, focusing solely on the needs of their student clients. Whilst the survey covers some but not all of the institutions in the UK, evidence from our members highlights that those best placed to support students are the universities' own services, who understand both the individual and the labour market. With an increasing focus amongst prospective students and government on employability, this survey reinforces the quality position of careers services and should make informative reading to institutions and central government.
Careers service engagement with medium-sized enterprises
The Department for Business, Innovation and Skills (BIS) has established a working group to look at HE engagement with medium-sized enterprises (MSEs). An academic from The University of Edinburgh Business School is leading a strand of this work, looking at the talent pipeline for MSEs.
The Department for Business, Innovation and Skills (BIS) has established a working group to look at HE engagement with medium-sized enterprises (MSEs). An academic from The University of Edinburgh Business School is leading a strand of this work, looking at the talent pipeline for MSEs.
Identifying and defining MSEs is a challenge for careers and employability services, particularly as the BIS definition for this is £25-50 million annual turnover. The nature of student and graduate recruitment in these organisations is likely to be driven by their business model rather than their turnover: for example, recruitment patterns for high value biotech will be different to those for high volume retail operation.
The input of other HE careers services is now being sought, especially:
• Any signposts to research or data you may have, or have come across, regarding graduate entry to and/or student employment with medium-sized enterprises.
• Any examples of good or innovative practice in engaging with such organisations, including from outside business disciplines.
Please contact Shelagh Green, Director of Careers Service at The Univeristy of Edinburgh, in the first instance, who will coordinate an AGCAS response.
Last chance to book your place at the AGCAS CIEL Conference
The 2012 AGCAS Careers Information and Employer Liaison (CIEL) Conference is proving to be extremely popular and the event is almost full. The theme of the conference, which will be held at The University of Warwick, 26 - 27 June, is Access and Impact. The primary audience is those working in careers information and employer liaison roles in the HE sector. However, the event will also be of interest to careers advisers in the HE sector, graduate recruiters and those working in related areas.
The 2012 AGCAS Careers Information and Employer Liaison (CIEL) Conference is proving to be extremely popular and the event is almost full. The theme of the conference, which will be held at The University of Warwick, 26 - 27 June, is Access and Impact. The primary audience is those working in careers information and employer liaison roles in the HE sector. However, the event will also be of interest to careers advisers in the HE sector, graduate recruiters and those working in related areas.
The conference will feature a mix of topical keynote presentations from both internal and external speakers, a wide range of workshops, an exhibition and the conference dinner. The conference gold sponsor is Barclays. Both days will offer plenty of opportunities to network, make new contacts and socialise with other AGCAS members and careers professionals.
Book your place at the conference
Message from AGCAS' new Chief Operating Officer
Ian Ford started work as AGCAS Chief Operating Officer on 6 June 2012. He joins AGCAS from Hearing Dogs for Deaf People after previously working for Kodak, BAA and the Automobile Association. Ian says:
'I come from a financial background in major blue-chip companies, followed by six years in director-level roles in the not-for-profit sector. The HE careers sector represents a new and really interesting opportunity, albeit that the underlying issues, concerns and opportunities in today's economy apply to each and every organisation and institution regardless of sector.'
Ian Ford started work as AGCAS Chief Operating Officer on 6 June 2012. He joins AGCAS from Hearing Dogs for Deaf People after previously working for Kodak, BAA and the Automobile Association. Ian says:
'I come from a financial background in major blue-chip companies, followed by six years in director-level roles in the not-for-profit sector. The HE careers sector represents a new and really interesting opportunity, albeit that the underlying issues, concerns and opportunities in today's economy apply to each and every organisation and institution regardless of sector.
My current objective is to learn as much as possible about AGCAS and the sector in general, and my first week has certainly provided a great start in that respect. However, I’m now looking to broaden that experience by meeting as many of you as possible. A number of meetings are already booked, but at the risk of being inundated do please feel free to contact me with any burning issues you feel I should be aware of or addressing.
One thing that is apparent is that it is interesting times for AGCAS and the sector, and I’m looking forward to working with you and for you to ensure AGCAS continues to go from strength to strength.'
Re-election for AGCAS Vice-President
A record number of votes was received in the recent election for a Vice-President to serve on the AGCAS Board 1 August 2012 - 31 July 2015. We would like to thank all Full Members of AGCAS who voted for your interest and participation. This has resulted in a tie position between Terry Dray and Jenny Owen, who each received an equal number of votes. We now need to ask Full Members to vote again to decide who should be elected.
A record number of votes was received in the recent election for a Vice-President to serve on the AGCAS Board 1 August 2012 - 31 July 2015. We would like to thank all Full Members of AGCAS who voted for your interest and participation. This has resulted in a tie position between Terry Dray and Jenny Owen, who each received an equal number of votes.
In accordance with the Memorandum and Articles of Association of AGCAS we now need to ask Full Members of AGCAS to vote again to decide who should be elected.
Each Full Member may cast only one vote. The nominee who secures the most votes by the closing date of Thursday 5 July 2012 will be duly elected.
Nominee profile statements
• Terry Dray
I am very pleased to stand for Vice-President. As professionals, we know we face challenges including operating in a rapidly changing environment where added value, transparency, stakeholder experience, value for money, continuous improvement, political awareness, brand management and competitiveness are imperatives. This is a very important time for us all and we need a collectively engaged, proactive and smart Association.
I have wide experience of policy-making, strategic planning and development and have acted many times as a consultant and an external reviewer of careers services in the UK and overseas. I am very committed to professionalism, stakeholder engagement and providing an excellent offer to those investing in higher education, be they students, employers or policy makers. A few years ago I enjoyed serving on the AGCAS Executive Committee (as it was then).
I am currently the Director of Graduate Advancement and Employer Engagement at Liverpool John Moores University. I have a senior management role within the institution. I have worked in higher education careers services for 20 years and held management positions at Oxford University as Director of the Career Service, Warwick University, the University of Manchester and Chester College, so I have varied experience of the challenges of operating in different types of university.
I am standing for Vice-President because I feel I have a contribution to give, can represent AGCAS in the manner expected and can make a difference.
• Jenny Owen
We live in interesting times – employability is higher on the agenda at most institutions than it has been for a long time. This brings opportunities but also significant challenges given the economic situation and the increased pressure to provide measurable outcomes in short time frames. AGCAS is an institution that can truly be much more than the sum of its parts and an invaluable support to its members. Recent innovations, such as AGCAS position statements and guidelines, have been excellent additions to the collaborative projects that provide resources for students and I'd like the opportunity to continue to grow this area of work. Individual institutions can achieve great things and the diversity of AGCAS is one of its strengths. Having said that, there are areas, eg the thorny issue of Convention de Stages, where speaking as one voice and partnering with international bodies such as FEDORA would bring tangible benefits to the membership. Alongside supporting the President and fulfilling the trustee role, it's these sorts of issues of common interest across the sector that I would want to identify and action.
I joined AGCAS in 2003 and as part of The Careers Group worked at Queen Mary, University of London, SOAS, London School of Hygiene and Tropical Medicine and King’s College London where I was Head of Service for five years prior to moving to LSE in January 2011. During my last two years at The Careers Group, I acted as part of the Directors Group balancing my role as Head of Service at King's with looking at strategy, policy and implementation across the federal service.
From 2008-2011, I served on the Board of Directors for Epping Forrest District Citizens Advice Bureau – an organisation that faces many challenges familiar to our own professional body – and gained very useful experience of charity management and governance.
How to vote
To vote, please make sure you are first signed into the AGCAS website and then go to the online poll. Only Full Members of AGCAS are eligible to vote. In the case of any difficulty registering your vote, email ict@agcas.org.uk. The closing date is Thursday 5 July 2012.
Election for AGCAS Plenary Representative
Following the recent advertisement for a Plenary Representative to serve on the AGCAS Board 1 August 2012 to 31 July 2015, heads of service are invited to vote in an online poll to decide who should be elected.
Following the recent advertisement for a Plenary Representative to serve on the AGCAS Board 1 August 2012 to 31 July 2015, heads of service are invited to vote in an online poll to decide who should be elected.
Nominations were received for:
• Linda Buckham
• Deborah Houston
In accordance with the Memorandum and Articles of Association of AGCAS, an election is being held. Heads of service (Plenary Members) are now invited to vote to decide which nominee should be elected.
Each Plenary Member may cast only one vote. The nominee who secures the most votes by the closing date of Thursday 12 July 2012 will be duly elected.
Nominee profile statements
• Linda Buckham (University of Sussex)
AGCAS is an amazing organisation and I owe so many individuals within AGCAS so much for the contribution to thought leadership, personal and professional development over the years.
I have strong organisational, networking and planning skills and have held previous roles as Chair of the Teaching Profession Sub-Committee, contributed to co-ordination of regional training as well as chairing the South East regional informal heads group. I have much to offer and recognise the importance of contributing to the functional co-ordination of the Plenary Committee Business Meeting and Heads of Service Conference, acting on AGCAS' part to seek and gather views and contributing to the AGCAS Board. These are challenging times for higher education careers services and the strengths built by previous generations of high-flying AGCAS individuals requires continued consolidation in the next important phase where we are going to have to be light-footed and strategic in a turbulent higher education world.
I have been a prime mover in change management in all the institutions I have worked with and have developed a broad perspective about higher education having worked at the Universities of Brighton, Oxford, Portsmouth and Sussex, as well as in the engineering and retail industry previously.
• Deborah Houston (Glasgow Caledonian University)
A professionally qualified careers guidance practitioner with a passion for careers guidance, I have been a careers adviser for 31 years years, the last 11 of which have been in the HE sector. I am currently Careers Service Manager at Glasgow Caledonian University. I manage a team of four careers advisers, a careers information and DLHE officer, an employer relations coordinator, a careers information assistant and an administration assistant. We serve around 17,000 students and 4,000 graduates.
Smaller services like ours benefit from the collaborative nature of AGCAS and, in Scotland in particular, this has led to initiatives such as the Shared Vacancy System and the Talent Scotland Graduate Placement Programme.
I'm currently involved in AGCAS as a Head of Service (UK and Scotland) and in the AGCAS Scotland Law Advisers and Services to Graduates groups. Membership of all of these groups includes contributing to career-related issues, such as influencing government policy.
As Plenary Representative on the AGCAS Board, I bring the following skills:
• experience of managing extensive change and successfully steering
through an extremely turbulent time for careers provision in GCU;
• a perspective on Scotland's unique differences politically and
economically, both nationally and in the HE sector – and of course the
implications of possible independence;
• diplomacy in professional relationships;
• chairing, organising and facilitating meetings – mainly within various
groups in the university;
• liaising and networking both within AGCAS, the careers team at GCU
and the wider university community.
In addition, I ensure that I keep abreast of current and future developments within the profession and have a strong interest in maintaining and extending the professionalism and profile of AGCAS.
How to vote
To vote, please make sure you are first signed into the AGCAS website and then go to the online poll. Only heads of service (Plenary Members) are eligible to vote. In the case of any difficulty registering your vote, please email ict@agcas.org.uk. The closing date is Thursday 12 July 2012.
Supporting student enterprise
The role of careers services in supporting student enterprise and entrepreneurship education was just one topic of discussion at the Higher Education Entrepreneurship Group (HEEG) Conference, which took place at the University of Surrey on the 18-19 June 2012.
AGCAS Director, Marc Lintern, Head of Employability at the University of Plymouth, was a guest speaker at the Higher Education Entrepreneurship Group (HEEG) Conference on the role of careers services in supporting student enterprise and entrepreneurship education. The conference took place at the University of Surrey on the 18-19 June 2012.
Marc emphasised that careers services have a role to play in encouraging students to think about the possibility of setting up their own businesses. This role includes providing information and advice and signposting to opportunities, as well as providing low-intensity education opportunities to try to engage high numbers of students, eg inspirational speakers, business challenges or pitching competitions, inviting entrepreneurs to careers fairs, etc.
Marc pointed out that most students who engage with the careers service won't set up businesses, either immediately or in the future, but through the process of enterprise events, students have the opportunity to develop skills that will help them become more employable. In this regard, enterprise events can be very engaging for students and can result in them getting involved in other activities that careers services deliver. They can also be very engaging for employers, who see them as providing an opportunity to spot talent.
Handover point
Marc also stressed that for most careers services there is a handover point where students with real ideas and potential need to work with experts: most careers services don't want to stretch beyond their expertise, ie careers services can help to identify students with potential for colleagues in business development departments to work with.
Marc presented a diagram of activities that he believes contribute to supporting entrepreneurial students, while at the same time helping students develop their employability skills (see the attachment below). He suggested that careers services have a role to play in providing low intensity activities with large numbers of students (the lower end of the triangle) and suggested that where careers services engage will vary. He encouraged delegates to make contact with their careers services.
Yorkshire Universities' Graduate Internship Scheme
Huddersfield is one of four Yorkshire institutions working in conjunction with Yorkshire Universities and Graduates Yorkshire to offer internal internships to its own graduates. Alongside Leeds Metropolitan, Bradford and York St John, the scheme offers 12 weeks' work experience to 2010 and 2011 leavers in a role linked to a graduate profession.
Huddersfield is one of four Yorkshire institutions working in conjunction with Yorkshire Universities and Graduates Yorkshire to offer internal internships to its own graduates. Alongside Leeds Metropolitan, Bradford and York St John, the scheme offers 12 weeks' work experience to 2010 and 2011 leavers in a role linked to a graduate profession.
Key aims of the scheme are to offer good quality work experience to graduates in order to support them in their development of employability skills and to demonstrate unequivocally to institutional stakeholders each university's firm belief and confidence in its product - namely, their own graduates.
Feedback at every stage
Even unsuccessful applicants for the internships have had the opportunity to learn more about successful job seeking: the recruitment process was designed to ensure that candidates are offered feedback at every stage. Also, a select group of 14 graduates was invited to take part in an assessment centre, run by Graduates Yorkshire - a rigorous day-long commitment involving group and written exercises, presentations and interviews for all candidates, along with detailed feedback on their performance.
The University of Huddersfield currently has graduates working across the institution undertaking significant project-based roles in areas such as library archives, search engine optimisation, marketing, web development and careers guidance. Each intern is supported by a programme of interactions with the Careers and Employability Service to ensure that they are able to explicitly relate their on-the-job learning to successful career planning and job seeking once the internship has ended.
University of Derby: Careers management research project
The Wilson Review recommendations suggest that careers and employability support becomes a recognised part of the ongoing student experience rather than an aspect that captures the attention of students in their final year. The University of Derby has a wide range of employability activities that students can participate in from year one, but the challenge faced is to attract more students to participate in the activities that are offered.
The Wilson Review recommendations suggest that careers and employability support becomes a recognised part of the ongoing student experience rather than an aspect that captures the attention of students in their final year. The University of Derby has a wide range of employability activities that students can participate in from year one, but the challenge faced is to attract more students to participate in the activities that are offered.
Students can be very narrowly focused on the aim of achieving their degree and do not raise their heads above this to survey opportunities outside their studies. In a world where employers are demanding more than just a degree, they can be doing themselves a disservice.
In addition, students can assume careers advice and guidance is about CVs and job seeking in the final year, when in reality careers advice and guidance can be extremely valuable if an individual is not sure about their career goals, does not know where to look to find contacts and networks, and is hesitant to make decisions.
To respond to this, the University of Derby Career Development Centre, working with the International Centre for Guidance Studies, has undertaken a research project with students as researchers. The research has involved using the Blueprint for Careers (LSIS 2012) as a diagnostic tool to raise students’ awareness of the need to develop career management/employability skills and attributes.
In the framework, the career management competences include understanding and developing self, exploring life, learning and work, and developing and managing your career.
The students who have used this framework have developed a much clearer sense of what career development is about, and how important it is to develop personal skills as well as subject knowledge if they are to maximise the value of their degree in the graduate employment market.
The feedback from academics has also suggested that using the framework helps them to understand what to include within a personal development/employability curriculum that is going to help their students secure those graduate job roles.
Queen Mary, University of London: Local work experience scheme
QM Projects, run by Queen Mary Careers, part of The Careers Group, University of London, provides its students with challenging projects in local charities. The aim is to give the student an opportunity to gain experience in their area of career interest while sharing the knowledge they've gained from their course with a local charity in need of a particular skill set. At the end of their three month project, the student is able to demonstrate initiative and give a clear, positive outcome of this work on their CV.
QM Projects, run by Queen Mary Careers, part of The Careers Group, University of London, provides its students with challenging projects in local charities. The aim is to give the student an opportunity to gain experience in their area of career interest while sharing the knowledge they've gained from their course with a local charity in need of a particular skill set. At the end of their three month project, the student is able to demonstrate initiative and give a clear, positive outcome of this work on their CV.
Current project leaders are doing everything from helping a charity improve the search engine optimisation of their website to assisting with website build projects, social media, marketing, event planning, government lobbying and community health campaigns, as well as developing an educational curriculum and researching and writing funding proposals.
To make this process beneficial to the student and easy for the charity, QM Careers advertises projects, shortlists candidates, coordinates a graduate-level interview and pays the student's travel expenses. The student also receives a 'skills debrief' at the end of their placement to get them to reflect on the skills they have gained and update their CV accordingly.
See also Queen Mary, University of London: Start Up Stand Up
Queen Mary, University of London: Start Up Stand Up
Start Up Stand Up, held in May 2012, was a joint event coordinated by the QM Entrepreneurship Society and Queen Mary Careers, part of the Careers Group, University of London, and supported by the National Association of College & University Entrepreneurs (NACUE). The event was structured like a comedy club and aimed at inspiring students to consider working in an SME or starting their own business.
Start Up Stand Up, held in May 2012, was a joint event coordinated by the QM Entrepreneurship Society and Queen Mary Careers, part of the Careers Group, University of London, and supported by the National Association of College & University Entrepreneurs (NACUE). The event was structured like a comedy club and aimed at inspiring students to consider working in an SME or starting their own business.
Held in the student bar, four SMEs (and a stand up comedian) told the attending students about a particular aspect of the start-up scene, from what it is like to be in an Accelerator Programme, and the differences between working for a large and small organisation, to what it is like to sleep on a couch for six months while you develop a smart phone app.
Several of the students who attended have ended up in mentoring relationships with speakers and some of the organisations attending are now looking to establish formal placements for QMU students. QMU now has a waiting list of organisations to speak at the next event, which will take place in October 2012.
Business Networking: Developing employability skills through forum theatre
The Careers Service at Glasgow Caledonian University (GCU) are continuing to support and promote the highly successful business networking events that were developed through PMI2 funding. The most recent business networking events have been delivered to master’s students in the School of Health and Life Sciences and to MBA students.
The Careers Service at Glasgow Caledonian University (GCU) are continuing to support and promote the highly successful business networking events that were developed through PMI2 funding. The most recent business networking events have been delivered to master’s students in the School of Health and Life Sciences and to MBA students.
Our international students are high-level users of the Careers Service and we want to provide additional support to ensure that they are aware of the essential employability skills required for the UK and global graduate recruitment markets.
By developing a highly engaging and participative approach, we want students to:
• actively explore and practise a range of business networking skills;
• learn directly from employers and alumni;
• improve self-confidence and personal marketing.
We believe that this approach is ideal preparation for entering the job market and an excellent opportunity to further develop both language and social skills in a supportive environment.
By incorporating ‘forum theatre’ into the workshops, we introduced a drama technique that explores solutions to issues that arise in specific situations, and this was a core element of the skills-based workshops. Delivering forum theatre effectively involves funding drama professionals and working closely with them to design and develop appropriate material.
In our scenario, students observed a networking event. They watched the scene as an active audience, and not passive observers, and were invited to stop the drama at critical moments and encouraged to discuss how to improve the situation.
The workshop activities culminate in a business networking lunch with a range of graduate employers and alumni. As the business networking events have become school discipline-based events, the range and spread of guests has reflected this. For example, the networking guests for the MSc Bioscience event included graduate employers, SMEs, a sector specific recruitment agency and an academic recruiting for Doctorate-level posts.
The networking lunch provides students with an opportunity to demonstrate their skills and practise their networking techniques. A plenary session is also held and employers are invited to provide feedback to students.
We believe that we have developed a winning combination of activities and this has been endorsed unanimously by both students and employers:
'Superb illustration of what to look at when thinking about approaching employers in a networking situation.' (Student)
'To support international students in this manner is highly commendable and sets your university apart from many others I know.' (Employer)
The Careers Service at GCU will continue to promote business networking and forum theatre events as a very powerful, energising and engaging way to develop employability skills in a highly effective way.
Note: Business networking has also featured in the poster presentations at the SHEEF Scottish Higher Education Employability Conference: Strengthening Partnerships with Employers in June 2011.
Glasgow Caledonian University (GCU): BIO Employability Exit (BEE) Initiative
The Division of BIO within the School of Health and Life Sciences and GCU Careers Service have created the BEE Initiative. This initiative addresses employment rates for international MSc students within biological and biomedical sciences (BIO) with an emphasis on improving career prospects both locally, globally and in their home country. It aims to empower graduates to understand the value of transferable 21st century graduate attributes, develop career management skills and raise confidence in dealing with employers.
The Division of BIO within the School of Health and Life Sciences and GCU Careers Service have created the BEE Initiative. This initiative addresses employment rates for international MSc students within biological and biomedical sciences (BIO) with an emphasis on improving career prospects both locally, globally and in their home country. It aims to empower graduates to understand the value of transferable 21st century graduate attributes, develop career management skills and raise confidence in dealing with employers.
BEE Initiative content
• The creation of an employer seminar series and networking events
A seminar series of guest speakers from industry and academia are invited into the Careers Service to give insight into working in different industrial companies and research settings.
• Networking – forum theatre workshop
Forum theatre is an innovative way of engaging students in issues relating to employability. Actors are used to perform short scenarios in the role of international students as they explore the challenges and dilemmas they face with networking and dealing with cultural differences and experiences of the UK labour market. The workshop has a facilitator who provides a link between the performance and the audience, prompting the spectators to ask questions or comment on the action. The audience are active participants and the session can be stopped at key points to address issues or to ask questions allowing them to shape the outcome of the events that they are observing.
This is a non-threatening and informative way of encouraging students to benchmark, evaluate and reflect on their own skills in these areas and how they can improve. Employers are also invited along to participate in the workshop and provide a real opportunity for networking. Employers attending include SMEs, large scientific companies, representatives from professional bodies, scientific recruitment agencies and members of academic staff involved in recruiting PhDs.
• Launching an Academic Career workshop
Many students wish to apply for a PhD studentship and to continue in the field of scientific research. Applying for such positions is different from applying for an internship or job in industry. A workshop has been developed to provide guidance on considering an academic career and how to apply for such positions.
A current PhD student presents to students on their role and why they decided to do a PhD. This gives students the opportunity to find out more about the day-to-day activities of a PhD student. Academic staff from BIO inform students of their role and how they launched their academic career. BIO academics are, in this instance, the employer/recruiter and can therefore give useful advice on what is required on academic applications. The careers adviser delivers a practical session on preparing academic CVs and application forms.
• BIO internships
Students/graduates are invited to apply for an internship, which involves working in a university research team for three months. This year, this has been expanded to include a teaching assistant post and an industry-based internship. As the majority of the students/graduates are international, this gives them the opportunity to have UK work experience. Internships are advertised on the university careers service website and students submit an online application.
Candidates are selected to attend a competitive panel interview. The panel consists of the lead recruiting academic, the programme leader for MSc Biosciences and the careers adviser. Questions are set in advance by the programme leader and the careers adviser. All candidates are scored by the panel. Successful candidates are appointed to the appropriate internship. This gives the student the opportunity to experience an authentic UK selection process. Students receive feedback from the careers adviser at each stage of the selection procedure.
• Preparation for internships (as part of the BIO internships programme)
Prior to the internships being advertised, students/graduates are invited to attend a preparatory workshop delivered by the careers adviser and programme leader. This workshop supports students/graduates in applying for the internships and develops their career management skills. It involves practical, interactive exercises on completing applications forms, interview techniques and identifying and evidencing scientific skills and soft skills. The careers adviser draws on their own knowledge from contact with graduate recruiters and the expertise of the academics in Bio to identify the skills required.
• Career development workshops
This project embeds tailored and specific career management and employability workshops throughout the MSc programmes. Following graduation, career management skills are further developed by the BEE initiative workshops. Our graduates have found these very useful for honing skills and increasing their confidence.
• The development of the BIO Careers Net online community
An online community has been created where students and graduates can view all events and information relating to BEE activities, as well as blog entries.
• BIO job club
Students meet regularly in the Careers Centre to get tailored support from the careers adviser with their job search. The job club also encourages students to support each other and share their experiences of job hunting.
BEE Initiative outcomes
The BEE Initiative has proven particularly successful for a number of students who have gained significantly from the support and experience obtained. Feedback is very positive from students, academics and employers. Participants have found jobs in the NHS, scientific companies in the UK and overseas, and have secured PhD positions.
See also Business Networking: Developing employability skills through forum theatre
Vacancies on the AGCAS Board of Directors
AGCAS is recruiting motivated and enthusiastic volunteers to join its Board of Directors from 1 August 2012. Do you want to get involved in the management of AGCAS and making key decisions about its future development? Do you have ideas about what AGCAS should be and what it should be able to provide for its staff, members and stakeholders? As a professional body, a company, a charity and an employer, AGCAS needs to be represented at the highest level by a diverse group of committed individuals. As an AGCAS Director, you will be making a difference to the future of the organisation.
AGCAS is recruiting motivated and enthusiastic volunteers to join its Board of Directors from 1 August 2012. Do you want to get involved in the management of AGCAS and making key decisions about its future development? Do you have ideas about what AGCAS should be and what it should be able to provide for its staff, members and stakeholders? As a professional body, a company, a charity and an employer, AGCAS needs to be represented at the highest level by a diverse group of committed individuals. As an AGCAS Director, you will be making a difference to the future of the organisation.
We all rely on AGCAS and the important work it is doing. Joining the AGCAS Board would enable you to work with a friendly and committed team to address topical issues for our careers services and sector. It is vital that the Board fully reflects the diversity of the membership. So, if you don't think that your sort of institution, people like you or your views are fully represented on the Board, that's even more reason to allow your name to be put forward.
Nominations are invited from Full Members of AGCAS for the two positions below. All positions are for three years (1 August 2012 - 31 July 2015). Candidates may be nominated for one or more of the posts.
1) Director – Communications and Marketing
The Communications and Marketing Director and the Communications and Marketing Manager work closely, liaising regularly with the AGCAS President and Chief Operating Officer and ED, in collaboration with other directors and staff to promote, develop and monitor AGCAS communications and marketing, to advise on the development of the AGCAS brand and profile, and to make strategic recommendations to the Board.
2) Director – Quality and Membership
The Quality and Membership Director chairs the Quality and Membership Committee and works closely with the Chief Operating Officer and ED, in collaboration with relevant staff and members to promote, develop and monitor quality standards in AGCAS services, to advise on AGCAS membership criteria and to make strategic recommendations to the Board.
What does the AGCAS Board do?
For more information about the activities of Board members, contact Paul Redmond (AGCAS President-Elect), Sue Spence (AGCAS Company Secretary) or the Board member currently filling the role in which you are interested. Further details are also available in the 'Roles and Responsibilities of the AGCAS Board' document below.
How to apply
Candidates will need to complete and return a nomination form and a charity trustee declaration form. Both forms are available to download below.
The closing date for nominations is Friday 13 July 2012.
Careers services respond to Wilson Review
AGCAS welcomes the government's response to the Wilson Review. In its response the government has announced that it will provide some seed corn funding to support AGR and AGCAS to work in partnership on the implementation of the Wilson review recommendations aimed at AGR and AGCAS.
AGCAS welcomes the government's response to the Wilson Review. In its response, the government has announced that it will "provide some seed corn funding to support [AGR and AGCAS] to work in partnership on the implementing of Wilson review recommendations aimed at AGR and AGCAS. The BIS-sponsored AGR/AGCAS work will include action to raise awareness of the HEAR (Higher Education Achievement Report)."
AGCAS President, Anne-Marie Martin, said:
"AGCAS is keen to assist delivery on many of the agendas. Careers and employability services offer fantastic services to assist students, graduates and employers to come together. Whether employers are seeking part-time, permanent, temporary employees or interns or volunteers, they should check out their local university careers service. Many careers and employability services also support students to develop enterprise skills and to set up their own businesses or social enterprises."
A national centre for universities and business was also announced. As the voice of higher education careers and employability professionals who work at the interface between universities, businesses, students and graduates, AGCAS looks forward to working closely with the new organisation.
Implementing Wilson recommendations
AGCAS has recently been collecting evidence of how Wilson's recommendations are being implemented by its member HE careers and employability services across the UK. Here are examples:
• Newcastle University's work to encourage employment in local
SMEs together with enterprising graduates
• Yorkshire Universities' Graduate Internship Scheme
• University of Exeter's support for postgraduates and
postdoctoral researchers
• Glasgow Caledonian University addresses employability of
international STEM students
• Queen Mary, University of London, brokers work experience in
local charities
• University of Derby Careers Management Research Project
• Empower with Plymouth University
If you have any queries about AGCAS' response to the Wilson Review, please contact Chris Jackson (0191 240 3525) in the first instance.
Support for postgraduates and postdoctoral researchers at the University of Exeter
In recent years, universities in the South West and Wales (SWW) have made significant steps towards improving career development opportunities for researchers. It has, however, been challenging at an institutional level to bring significant numbers and representative types of employers together with researchers in a meaningful way.
In recent years, universities in the South West and Wales (SWW) have made significant steps towards improving career development opportunities for researchers. It has, however, been challenging at an institutional level to bring significant numbers and representative types of employers together with researchers in a meaningful way.
For researchers to flourish in their careers it is essential that they recognise and value the high-level skills and experiences they have acquired. They must ensure that employers understand their skills and have confidence in what they can offer, particularly beyond academia and their specific subject specialisms. Likewise, for employers to recruit researchers they must recognise the value and expertise researchers bring to their organisation.
reSEARCH careers
As such, all of the HEIs in the SWW worked collaboratively (with the support of the VITAE hub) in identifying a need to pilot a one-day conference entitled reSEARCH careers: ideas, information and inspiration for employers and researchers. This exciting event, which took place in April 2012, involved around 300 researchers, 17 employers, 18 alumni and 17 regional HEIs. The event was possible only due to strong existing collaborations between institutions to provide a critical mass of employers and researchers in one place at the same time. Exeter, Bristol, Bath and Cardiff universities formed a regional steering group for the organisation and advertising of the event.
The event had a number of core aims:
• bringing together a critical mass of researchers and employers;
• hearing from alumni with a wide range of experiences;
• providing career management workshops and bespoke careers advice;
• providing researchers with broader career perspectives,
thus building confidence and motivation;
• informing employers of the benefits of recruiting researchers.
The event also enabled researchers to actively engage with the Concordat principle to take an active part in their own career development.
On the day, researchers could reconceptualise their employability through the fruitful combination of networking with employers and taking time to reflect in workshops and careers guidance. The day was the core of a three-part developmental process with:
• pre-event advice and web links to participating employers and alumni;
• full participation on the day;
• follow-up reflection, signposting and action planning.
Researchers rarely attend conventional university careers fairs, which they (correctly) perceive as targeting undergraduates rather than researchers. This event was unique in that it offered researchers a chance to talk to employers who they knew were actively looking for high-level and specialist skill sets. Thus, it was a more efficient and effective use of time for both employers and researchers.
The event was highly successful, motivational and beneficial to both researchers and employers, as evidenced from evaluation. In addition, the 'multiplier effect' of researchers engaging in this regional event has been felt back in respective HEIs. For example, at Exeter there has been increased engagement in career management provision. Indeed, the event has been entered for a Times Higher award for 'outstanding support for early career researchers'.
In summary, reSEARCH careers was a unique example of a strong regional collaboration which has further enhanced a strong career development research culture, supported knowledge exchange and forged even stronger and more effective networks with employers. It has also further enhanced the collaborative and collegiate ethos of the participating universities.
Career Explorer
This two-day event, aimed at postdoctoral researchers, provided a practical and interactive professional development opportunity with additional individual support and coaching. The tools, techniques and principles used in the course were transferable and applicable to managing a research career, whilst exploring wider and longer-term employment and career opportunities.
The event had a number of core aims:
• exploring the range of possible career options available to postdoctoral
researchers;
• increasing researchers' knowledge and understanding of the current job
market and what employers are looking for;
• introducing postdoctoral researchers to a range of tools and techniques
to help them succeed in the recruitment process;
• looking at appropriate CVs, application forms, interviews and assessment
centres;
• identifying resources for further help and support;
• constructing a career development portfolio.
The event has received extremely positive feedback and we are planning to run it on a regular basis.
Graduate employment figures in context
The newly-published Destinations of Leavers of Higher Education (DLHE) data shows that 71% of 2010/11 leavers of higher education were in employment at around six months. A further 16% were in further study, with 9% assumed to be unemployed. These figures are almost unchanged from last year. The mean salary, however, has risen from c£19,000 to c£20,000. What does this mean for students and graduates? How are careers and employability services responding?
The newly-published Destinations of Leavers of Higher Education (DLHE) data shows that 71% of 2010/11 leavers of higher education were in employment at around six months. A further 16% were in further study, with 9% assumed to be unemployed. These figures are almost unchanged from last year. The mean salary, however, has risen from c£19,000 to c£20,000. What does this mean for students and graduates? How are careers and employability services responding?
Economic context
First of all, we have to consider today's figures in context. There is little doubt that the public sector in the UK is shrinking and looks like continuing to do so. For example, The Chartered Institute of Personnel and Development (CIPD) has estimated (March 2012) that 880,000 central and local government jobs will be lost by 2017. The public sector is a big employer of graduates, but the fact that the overall employment figures have barely changed suggests that many graduates are successfully finding employment elsewhere.
Some areas of the economy have given cause for cautious optimism in recent months: the retail sector has reported continuing, albeit slow, growth (ONS, June 2012); the manufacturing sector has also recently reported slow growth (CBI, June 2012); the construction sector still seems to be expanding (PMI, April 2012), albeit predominantly in the South East. We also know that most sectors are demanding a better skilled workforce. However, at this stage, it's difficult to know how many of the recently-created jobs in these sectors are going to graduates.
Graduate labour market
There are, however, a number of additional sources of information on the graduate labour market. They include the AGR and High Fliers Research surveys, both of which concentrate on large graduate employers. This year's High Fliers Research's The Graduate Market in 2012, the survey for which was conducted in December 2011, predicts:
• An increase in graduate recruitment by Britain's leading employers of 6.4%;
• Half of the surveyed employers expect to recruit more graduates in 2012 than they did in 2011, with more than another quarter maintaining their 2011 levels;
• Respondents in nine of fourteen key industries and employment areas expect to recruit more graduates in 2012;
• A third of this year's entry-level positions are expected to be filled by graduates who have already worked for their organisation (through placements, vacation work or sponsorships).
The results of AGR's summer survey are due to be published in early July 2012.
AGCAS survey
AGCAS carries out its own Quarterly Vacancy Survey, which differs from AGR and High Fliers Research in that HE careers services work closely with, and advertise vacancies for, organisations of all sizes and from all sectors. The latest survey (March 2012) showed some reasons for optimism: 80% of respondents thought the graduate labour market was the same or more buoyant than the previous quarter; and 60% that it was more buoyant than at the same time in the previous year. They reported skills shortages in IT and engineering and increased activity in retail, fast moving consumer goods (FMCG), architecture and construction. The findings of the next survey will be published in late July 2012.
Outlook
Looking further ahead, the Office for Budget Responsibility (OBR) has identified (March 2012) a number of sectors that are expected to contribute to the UK's longer term economic success:
• Energy (production and sale of energy, mining, renewables, etc);
• Digital and Creative Media (which includes advertising, architecture, design, digital and ICT, publishing, programming and software development);
• Professional and Business Services (including legal, finance, real estate, telecommunications, management consultancy);
• Life Sciences (including biology, medicine, anthropology, ecology, pharmaceuticals, chemicals);
• Advanced Manufacturing (design and production, engineering of high value, high technology products within industries such as aerospace, automotive, electronics, associated supply chains).
Proactive careers and employability services
Higher education careers and employability services offer a wide range of services to make sure that their students and graduates have access to a wide range of high-quality opportunities and are well-equipped to compete in the graduate labour market.
Many have been puttting additional effort into helping graduates find opportunities with small and medium-sized organisations (SMEs). There has also been a great deal of emphasis on helping students develop entrepreneurial skills, which are valued by employers and which are expected to lead to more graduates creating their own businesses. Many also broker student work experience and paid graduate internships. The recent Wilson Review of Business-University Collaboration identified all of the above as priorities for both businesses, graduates and the wider economy.
Examples of what a number of universities are doing can be viewed in careers services' response to the Wilson Review.
Advice for students and graduates
AGCAS President, Anne-Marie Martin, said:
"It's important to be sensible about the state of the job market. These are challenging times for graduates, but there are jobs available. To secure one of them, it's important to demonstrate that you have the knowledge and skills employers are seeking. Work experience, voluntary work and getting involved in student life can all provide you with the proof you'll need. Build up evidence throughout your time as a student and when you first leave university.
Make sure you know what your careers and employability service has on offer, ideally right from the beginning of your time at university. Careers services will be able to help you weigh-up your options, learn about the graduate job market, come to informed decisions - and they'll guide you towards appropriate vacancies then help you master the art of writing applications and prepare for interviews and assessment centres. But that's just the tip of the iceberg: many services broker work placements and internships, can help you set up your own business and much more. So check them out!
Another tip is to be flexible. Have a plan B. Don't think exclusively about large organisations. There are fantastic opportunities with smaller companies, but they don't have the huge marketing budgets of the big employers and so you need to be creative about your job search. Again, your careers service is a good starting point.
If you have already graduated, check out what your university careers service offers - many will still support you even after you have left. If they don't offer this service then Google the National Careers Service and see what they offer in your region.
Finally, for employers, there are a lot of very talented people available with the skills and motivation to help your business go from strength to strength. Get in touch with a local university careers service - or contact AGCAS and we'll point you in the right direction - to talk about how they can help you find a graduate trainee, intern, work placement student or even, to start with, someone to help you part-time or during holiday periods."
For further information about any of the above, contact Chris Jackson (0191 240 3525/0114 251 5750).
Record numbers attend CIEL Conference 2012
Over 180 delegates gathered at The University of Warwick last week for the AGCAS Careers Information and Employer Liaison (CIEL) Conference 2012. Materials from the event are being added to the AGCAS website as we receive them. The conference, which received a record number of bookings and high support from employers, was jointly organised by members of the AGCAS Careers Information Specialists Group (CISG), representatives of employer liaison staff and AGCAS staff.
Over 180 delegates gathered at The University of Warwick last week for the AGCAS Careers Information and Employer Liaison (CIEL) Conference 2012. Materials from the event are being added to the AGCAS website as we receive them. The conference, which received a record number of bookings and high support from employers, was jointly organised by members of the AGCAS Careers Information Specialists Group (CISG), representatives of employer liaison staff and AGCAS staff.
Special thanks go to Eluned Jones, Paul Redmond, Rosalind Kemp and Julie Bush for standing in on the day to deliver sessions on behalf of other presenters.
Read what delegates are saying about the conference on Twitter
Empower with Plymouth University
As the enterprise university, Plymouth University places employability and enterprise at the heart of its' learning experience. This translates to students as a three-pronged approach to enhancing their employability. The following is an overview of the opportunities available, as well as how Plymouth University is engaging employers to add value and relevance to the student experience.
As the enterprise university, Plymouth University places employability and enterprise at the heart of its' learning experience. This translates to students as a three-pronged approach to enhancing their employability.
• Curriculum activities, delivered as part of all degree programmes and, in
many cases, credit rated
• Co-curricular activities, delivered alongside academic programmes and
discipline-related
• Extra-curricular opportunities, available and actively promoted to all
students
The following is an overview of the opportunities available, as well as how Plymouth University is engaging employers to add value and relevance to the student experience.
Academic curriculum
Programmes are designed and delivered with graduate employability as a focus, including professional, employability and career management skills. They are also designed and reviewed with input from employers, ensuring that content is relevant to the future career ambitions of our students.
Opportunities to meet and work with employers
More than 300 employers spend time on campus each year working with students through the Careers & Employability Service. This includes participating in traditional activities, such as careers fairs and delivering presentations and workshops, but also employer mentoring for disabled students, offering practice job interviews and working as judges and advisers for student projects and on-campus competitions, such as FLUX, and Hot Seat, the university's job interview challenge. Lots of our programmes include live projects, where students work with employers on a real challenge they are facing, while many of the employers we work with are our own graduates, who also offer advice through our Alumni Career Network.
Work placements
Around 12,000 Plymouth students undertake work placements every year, ranging from short bite-sized experiences that enhance academic modules to year-long 'sandwich' placements in the UK and overseas. Placements also range from charities and social enterprises through to multinational blue chip businesses. Every first year student in the Business School undertakes a placement with a business as part of a programme called Inspiring Futures. For students and graduates who arrange their own short work placements, to help with career planning, we also offer a number of Career Insight Bursaries.
Voluntary and paid employment
The Careers Service advertises hundreds of student and graduate opportunities every week on their region-wide vacancy site Gradsouthwest and through an on-campus part-time jobs service, Student Jobs. Opportunities include part-time and summer jobs for students, voluntary work organised by the Students' Union, and graduate opportunities. Most importantly for employers, through Gradsouthwest there is a single point of contact to reach not just Plymouth University but all those in the South West to advertise jobs, making it easy for them to recruit students and graduates. As a Santander University, and through sponsorship by Devon & Cornwall Police, Plymouth University offers Student Talent Bursaries of up to £500 for students to develop community projects in Plymouth.
Self-employment
Plymouth University organises enterprise competitions and provides workshops and professional advice for those developing business ideas and social enterprises. These include FLUX, a one-day challenge that is a cross between The Apprentice and Dragons' Den, and the Business Ideas Challenge through which students can win professional support packages to assist their business start-up.
Plymouth Award
Students are encouraged to register for the Plymouth Award, which recognises the achievements of those students undertaking extra-curricular activities.
To find out more about any of these opportunities, contact Marc Lintern, Head of Employability, Plymouth University.
HE careers service wins AGR Blue Ribbon Award
The University of Exeter has scooped two prizes at the 2012 Association of Graduate Recruiters' (AGR) annual awards ceremony. It won the Graduate Development Award and then beat the other category winners to the Blue Ribbon Award, presented to the best entrant overall. Exeter is the first higher education institution to win this prestigious award, which was given in recognition of the university's commitment to preparing students for the demands of working life in the 21st century.
The University of Exeter has scooped two prizes at the 2012 Association of Graduate Recruiters' (AGR) annual awards ceremony. It won the Graduate Development Award and then beat the other category winners, international law firm Allen & Overy, global financial services provider Barclays, worldwide professional services firm Ernst & Young and successful educational charity Teach First, to the Blue Ribbon Award, presented to the best entrant overall.
Best of the best
The University of Exeter is the first higher education institution to win the Blue Ribbon Award, which is seen as the 'best of the best' award. It was given in recognition of the university's commitment to preparing students for the demands of working life in the 21st century - an important foundation on which graduate recruitment and development is based.
Carl Gilleard, Chief Executive of AGR, said:
"Our judges were impressed by the bold, ambitious and innovative thinking behind their development scheme, which provides detailed support to individual students, finding the right role for them and preparing them for that specific job."
The panel praised the long-lasting impact of the initiatives on graduates, and were also very impressed by the consultative approach, which took on board the advice of employers.
'Ultimate accolade'
Paul Blackmore, Head of Employability and Graduate Development at the University of Exeter, said:
"The university has placed the development of employability levels of all our students as a top strategic priority. This commitment aims to ensure that prospective career-minded students and prospective employers are in no doubt about our ambitions relating to the employability agenda and that our framework is flexible and adaptive enough to respond to any changing needs of the graduate labour market.
We are obviously delighted to receive this award as it is the ultimate accolade and endorsement that the university could receive from its most important stakeholders: students and employers."
AGCAS President, Anne-Marie Martin, said:
"It's fantastic that a university careers and employability service has been recognised for close collaboration with graduate recruiters and for preparing its graduates well for the world of work. The message to students is make sure you know what your university is doing. Exeter has deservedly won these awards, but there is fantastic work going on all over the country. Early contact with your careers and employability service can really give you the edge in the job market.
And it would be great to see even more employers get closely involved with university employability and careers provision: it's easy to get started through the networking opportunities provided by AGCAS, the voice of careers and employability professionals."
Sir Tim Wilson, author of the Wilson Review, added:
"Within the majority of universities, graduate employability is an increasingly important agenda; and that requires partnership with employers, large and small, private and public. By winning these awards, Exeter has been recognised as a national leader in this field."
AGCAS welcomes new Board members
New appointments have been made to the AGCAS Board of Directors to replace this year's outgoing officers.
New appointments have been made to the AGCAS Board of Directors to replace this year's outgoing officers.
The following members will take up their roles on 1 August 2012 for a three-year term of office:
• Vice-President - Jenny Owen, Director, LSE
• Plenary Representative - Deborah Houston, Careers Service Manager,
Glasgow Caledonian University
• Director (Quality and Membership) - Lucy Madahar, Head of Careers
and Employability, De Montfort University
Thank you to all Full Members of AGCAS who participated in both elections, which saw a record number of votes cast and a very close contest between all nominees.
Find out more about the governance and organisation of AGCAS.
Gradual shift in the graduate labour market?
The graduate labour market is holding up well compared to the first quarter of 2012, according to university careers and employability professionals. Responding to the regular vacancy survey carried out by AGCAS, 93% of heads of careers services said that, in their experience, the graduate labour market was more buoyant (50%) or the same (43%) in the quarter ending 30 June 2012 when compared to the previous quarter. 79% said it was more buoyant (43%) or the same (36%) compared to the same period last year.
The graduate labour market is holding up well compared to the first quarter of 2012, according to university careers and employability professionals. Responding to the regular vacancy survey carried out by AGCAS, 93% of heads of careers services said that, in their experience, the graduate labour market was more buoyant (50%) or the same (43%) in the quarter ending 30 June 2012 when compared to the previous quarter. 79% said it was more buoyant (43%) or the same (36%) compared to the same period last year.
Increased activity
While a continuing decline in public sector vacancies is impacting particularly on universities running specialist courses in areas like podiatry, dietetics, education, social work and youth work, and the number of legal profession traineeships is also reported to be down, this seems to have been largely offset by increased activity in other areas.
Careers services again reported shortages of candidates who are well-qualified for careers in IT and engineering and, this quarter, there was a noticeable increase in the number of advertising, marketing, sales and purchasing vacancies.
Many also mentioned increased engagement in the graduate labour market from SMEs and an increase in 'niche graduate' posts. This is a term used to describe occupations that, while not traditionally requiring a degree, require a combination of expert and soft skills that today's graduates are more likely to offer than non-graduates, and so are increasingly likely to be filled by them. Examples would be positions for hospitality, retail, leisure and sports managers, graphic designers and many roles in SMEs, where flexibility and multiple skills are needed.
Widening horizons
Some respondents also spoke of an increased interest from graduates, both international and UK, in working overseas and explained how their careers and employability services were devoting resources to increasing the number of such opportunities available to their graduates, for example by building relationships with international companies and by working with alumni based overseas.
AGCAS President, Anne-Marie Martin, said:
"The findings of the survey are very encouraging, especially given the overall economic climate. It seems as though we might be seeing early evidence of a gradual shift in the labour market with an increasing range of employers seeking out UK graduates - including smaller companies, recruiters in sectors that perhaps wouldn't have taken on graduates at all in the past, and organisations of all sizes that are succeeding in the global economy - even in this difficult climate.
Careers services understand how the labour market is changing and they themselves are evolving and developing strategies to ensure that their graduates are well-placed to take advantage of opportunities wherever they're to be found. They're persuading more organisations to take on graduates, while at the same time showing students how to be enterprising and unearth opportunities for themselves.
And, I'm pleased to say, it looks as though more and more students and graduates are getting the message. Our advice is: although the labour market is competitive, there are still jobs out there; do your research; consider smaller employers as well as well-known companies; develop and learn how to articulate your skills; get work experience from your school days onwards and build on that while at university; write the best application possible and prepare well for interviews. University careers and employability services can help with all of these."
The AGCAS quarterly report differs from those published by AGR and High Fliers, which survey recruiters for larger companies' graduate training schemes. Universities carry all types of graduate vacancies for organisations from across the economic spectrum, including smaller companies and the not-for-profit sector.
Media contact
Journalists wishing to arrange an interview with a senior representative of AGCAS, the voice of careers and employability professionals, should contact Chris Jackson, tel 0191 240 3525.
Umbrella careers body discusses membership framework
The Careers Profession Alliance (CPA) will be replaced by the Career Development Institute (CDI) from September 2012 in a change that has the full support of government, the National Careers Council and Careers England. The member bodies of the existing CPA are currently working on a common membership framework for their new organisation.
The Careers Profession Alliance (CPA) will be replaced by the Career Development Institute (CDI) from September 2012 in a change that has the full support of government, the National Careers Council and Careers England.
The member bodies of the existing CPA, the Institute of Careers Guidance (ICG), the Association for Careers Education and Guidance (ACEG), the National Association for Educational Guidance for Adults (NAEGA) and the Association of Career Professionals International (ACPI), are currently working on a common membership framework for their new organisation.
Further details of how to join the CDI as an affiliate member will be made available in spring 2013.
AGCAS will continue to liaise with the CDI via AGCAS Board member Tom Davie.
AGCAS and the CPA
Vacancy on the Disability Task Group
The AGCAS Disability Task Group is seeking a new member to join the group and help shape the careers support available to disabled students at UK universities. The group comprises seven members and meets two to three times annually to progress a range of issues concerning support for disabled students and graduates. The group produces What Happens Next? A Report on the First Destinations of Disabled Graduates and provides a training event for AGCAS members each year.
The AGCAS Disability Task Group is seeking a new member to join the group and help shape the careers support available to disabled students at UK universities.
The group comprises seven members and meets two to three times annually to progress a range of issues concerning support for disabled students and graduates. The group produces What Happens Next? A Report on the First Destinations of Disabled Graduates and provides a training event for AGCAS members each year.
If you are interested in becoming a member of the group, send a personal statement explaining your interest, highlighting any relevant experience and what you believe you could contribute to the group, to Paul Barnes (Chair). The deadline for applications is 5.00 pm on Friday 14 September 2012.
The next meeting of the task group will be held in London on Monday 19 November 2012 and it is hoped that the new member will be able to attend this meeting.
Fur further information about the work of the task group, contact Paul Barnes, tel 02392 842684.
New president for AGCAS
Paul Redmond, Head of Careers and Employability at the University of Liverpool, has taken up his post as the new AGCAS President. Paul takes over the role from outgoing president Anne-Marie Martin, who served during a period of challenges and change - in the economy, in the job market and in the higher education sector. Paul will be setting out his priorities for AGCAS for the coming year during the next couple of months.
Paul Redmond, Head of Careers and Employability at the University of Liverpool, has taken up his post as the new AGCAS President. Paul takes over the role from outgoing president Anne-Marie Martin, who served during a period of challenges and change - in the economy, in the job market and in the higher education sector.
Paul said:
"Throughout, Anne-Marie has led the organisation with energy, enthusiasm, clear insight and her trademark good humour. Two years on, the organisation is well-placed to take advantage of many new opportunities – both in the UK and overseas. It's been a privilege to serve AGCAS during Anne-Marie's presidency and we all wish her the very best for the future.
As incoming AGCAS President I will shortly be contacting you to introduce the new members of the Board and to set out our priorities for the coming year."
AGCAS Board: Who's Who
The future of higher education in England: Call for evidence
The Commission on the Future of Higher Education has been established to address the key challenges facing the higher education sector in England over the next 20 years. It is seeking evidence from key stakeholders in order to produce a policy framework that will safeguard and strengthen the position of HE institutions in the long term.
The Commission on the Future of Higher Education has been established to address the key challenges facing the higher education sector over the next 20 years and to produce a policy framework that will safeguard and strengthen the position of HE institutions in the long term.
They have made a call for evidence aimed at HE managers, academics, organisations and individuals who wish to contribute their research, analysis and policy ideas to the commission and be part of the process to shape the future of higher education in England.
The commission is seeking evidence on seven questions relating to the future of HE. Members may be particularly interested in responding to question 5: What role should higher education play in providing skills for the job market? The deadline for submission of evidence is Friday 28 September 2012.
Members are invited to submit their responses direct (the Call for evidence document gives full details on how to do this) but to inform a response from AGCAS, please send your comments to Chris Jackson by Tuesday 25 September - or just copy her into your personal or institutional response.
Insights into engineering
The AGR Engineering Sector Focus Group recently met in Warrington to discuss vacancies and employment opportunities and challenges in the engineering sector. The meeting was attended by David Gilchrist, Careers Consultant at City University London and AGR AGCAS Liaison Officer (ALO) for engineering, who also put questions from AGCAS members to the group.
The AGR Engineering Sector Focus Group recently met in Warrington to discuss vacancies and employment opportunities and challenges in the engineering sector. The meeting was attended by David Gilchrist, Careers Consultant at City University London and AGR AGCAS Liaison Officer (ALO) for engineering, who also put questions from AGCAS members to the group.
The meeting was attended by a range of engineering companies, including BAE Systems, Network Rail and UK Power Networks.
Key messages from the meeting include:
• There are still vacancies for the 2012 graduate intake. This is due to
candidates hoarding job offers, finally making their selection
and subsequently leaving the 'rejected' companies short.
• Companies noticed candidates failing to grasp the real world applications
of engineering. When asked practical questions, they spent too much
time trying to retrieve the answer from their academic modules when
the employer was looking for a more common sense answer, eg how
does electricity get from the power station to the home.
• Good electrical engineers were the hardest to find with many falling
down at the numerical psychometric test stage.
A summary of the discussion is available to download below.
TARGETjobs Breakfast News: Engaging talent earlier
The September 2012 TARGETjobs Breakfast News was attended by Jennifer Steven, Careers Consultant at The London School of Economics and Political Science. The focus this month was on engaging talent earlier.
The September 2012 TARGETjobs Breakfast News was attended by Jennifer Steven, Careers Consultant at The London School of Economics and Political Science. The focus this month was on engaging talent earlier.
This is Jennifer's report:
Simon Rogers of GTI Media/TARGETjobs started the day by discussing targetjobs.co.uk usage, which has increased 80% year on year. Paid search campaigns through Google have helped these figures to rise and ensure a high volume of traffic to vacancies. There are a number of initiatives in place to make TARGETjobs easy for students to use: the website is tablet and mobile-friendly and there is a target ‘Employer Insights' app that students can download.
The economic forecast
Bryan Finn of Business Economics Ltd reviewed the current economic outlook. Overall GDP is down, but there is hope for a better Quarter 3 due to the ‘Olympics effect'. The recruitment market is not directly mirroring the economy as is usual in that it has performed slightly better. Over the last four or five months unemployment has fallen slightly and vacancy numbers have been rising, although salaries are not rising in line with inflation. Graduate unemployment was falling, although still relatively high at around 18% at the end of 2011. It should continue to fall, although not at a significant rate.
There has also been an effect on university admissions, with the number of acceptances for 2012 falling slightly. Statistics are available in the slides.
Engaging earlier
Carl Gilleard, CEO of the AGR, looked at the results of a recent survey sent to AGR employers on early engagement. He outlined the increased level of employer engagement with pre-university and first year students, analysing when and how AGR employers were reaching out to potential candidates and why they were choosing to do so at these early stages. It is likely these activities will continue to rise.
How not to be boring
Sam Delaney, author, journalist, broadcaster and former editor of Heat Magazine, discussed his career history and the lessons he had learnt from editing Heat about communicating with a younger audience.
He looked at 'how not to be boring': taking topics that can be perceived as dry or dull and trying to put a different spin on them, taking into consideration what might make the material more interesting for your audience. The pitfalls of preaching or trying to talk to them like you are one of them were stressed; the emphasis should be on adopting a friendly and engaging tone of voice and ensuring you understand what motivates your target audience. Different examples were used to illustrate this.
Fresher thinking
April Bryce, Creative Director, and Tristan Moakes, Digital Creative Director, work, discussed the life of an average fresher mapped against developments in social media and technology, highlighting that the bulk of social media that we use is not innovative to them but second nature.
They discussed the opportunities and risks of marketing a brand/career to an audience who have three years to make a decision, and the importance of ensuring that if you start talking to this audience you keep the communication regular throughout their university life. Their final thoughts stressed that you must have an understanding of what is important to your audience at this stage so you are providing them with the information and support they need through relevant channels - how you use the channel is what matters rather than using different technology and social media for the sake of it.
Presentation
Download the September 2012 TARGETjobs Breakfast News presentation
AGCAS project to research graduate success
AGCAS and AGR have been commissioned by the Department for Business, Innovation and Skills (BIS) to carry out research into the graduate labour market with the aim of giving students, graduates, careers and employability professionals, the HE sector, recruiters and government a better idea of how the graduate labour market works in practice.
AGCAS and AGR have been commissioned by the Department for Business, Innovation and Skills (BIS) to carry out research into the graduate labour market with the aim of giving students, graduates, careers and employability professionals, the HE sector, recruiters and government a better idea of how the graduate labour market works in practice.
AGCAS will survey both working graduates and their employers to find out what each believes to be the key factors in the graduates being recruited. For example, what part does each consider subject choice, course content, extra-curricular activities, work experience, social and cultural capital or other factors play? How does that vary by sector, size of organisation, etc? Our challenge is to try to unpick those aspects of the above that seem to each party to be most important in getting started in graduate employment and examine areas of correlation and divergence. We will then disseminate our research findings in formats appropriate to our different target audiences.
The project is due to report in March 2013 and so we are currently recruiting:
Research Project Manager (part-time or full-time) The research project manager will, in consultation with the advisory group and the rest of the project team, ensure that AGCAS delivers on its commitments, as outlined above. The project manager will also be the lead researcher and so will require knowledge of employability and the graduate labour market together with research, project management, communication and editorial skills. We want to appoint to this post very quickly and so welcome applications by Friday 5 October from anyone able to start work by mid October on either a part-time (minimum of 3 days) or full-time basis. Please see below for the detailed person specification, job description and details of how to apply.
Advisory Group We are looking for AGCAS members with an interest in research, and in this project specifically, to be part of an advisory group. There will also be representation from BIS and external organisations with an interest in and knowledge of the research topic. This group will steer and support the research project manager and team, principally by email and telephone, but it is anticipated that there will be approximately four face-to-face meetings, probably in Sheffield. An important first meeting will be scheduled for late October on a date to be agreed as soon as possible. If you are interested, please send a summary CV plus no more than one side of A4, explaining your interest and what you would bring to the project, to Chris Jackson by Friday 5 October.
Project team There is funding for a research project manager, administrative and ICT support plus two paid interns: one intern is expected to be a numerate graduate who will work primarily on analysis and presentation of DLHE and other LMI data relevant to the project; the other a research/editorial assistant. The full team, including the interns, will be recruited during October in consultation with the research project manager and advisory group.
Plymouth University Careers Service wins national enterprise award
Plymouth University Careers Service has won the Enterprise Champion Award at the National Enterprise Education Awards. In partnership with Working Knowledge, Plymouth University has used FLUX, an enterprise challenge for students, as a way of engaging students in the possibility of setting up their own business, while at the same time using FLUX events to develop the employability skills of their students. Working in teams of four to six, students have half a day to create a business idea before presenting it to a panel of business 'dragons'.
Plymouth University Careers Service has won the Enterprise Champion Award at the National Enterprise Education Awards. In partnership with Working Knowledge, Plymouth University has used FLUX, an enterprise challenge for students, as a way of engaging students in the possibility of setting up their own business, while at the same time using FLUX events to develop the employability skills of their students. Working in teams of four to six, students have half a day to create a business idea before presenting it to a panel of business 'dragons'.
The project has been developed over six years and is now a sell-out event in the annual calendar. It has also been embedded in the curriculum on a range of academic programmes.
Vacancies on the AGCAS Internationalisation Task Group
The AGCAS Internationalisation Task Group is seeking two new members to join the group and help shape the careers support available to international students at UK universities and encourage UK students to gain an international outlook. The group meets two to three times annually to work on a wide range of events and resources.
The AGCAS Internationalisation Task Group is seeking two new members to join the group and help shape the careers support available to international students at UK universities and encourage UK students to gain an international outlook. The group meets two to three times annually to work on a wide range of events and resources.
If you are interested in becoming a member of the group, please send a covering letter and CV explaining your interest, highlighting any relevant experience and what you believe you could contribute to the group, to Ellen Parkes. The deadline for applications is 5.00pm on Friday 19 October 2012.
The next meeting of the task group will be held in Oxford on Wednesday 5 December 2012 and it is hoped that the new members will be able to attend this meeting.
For further information about the work of the task group, please contact Ellen: 0117 3317870.
What Do Graduates Do? 2012 edition published
What do Graduates Do? 2012 is now available to download. It is a collaboration between the AGCAS Education Liaison Task Group and HECSU: HECSU provides the facts from the DLHE returns; AGCAS writers provide the expertise and articles to make sense of the figures.
What do Graduates Do? 2012 is now available to download. It is a collaboration between the AGCAS Education Liaison Task Group and HECSU: HECSU provides the facts from the DLHE returns; AGCAS writers provide the expertise and articles to make sense of the figures.
New layout
The 2012 version of the publication has a new layout, including more easily understood graphs and charts. It is an invaluable resource for HE careers advisers wanting to grasp the essence of the destinations of students from distinct disciplines, as well as gain an overview of issues such as graduate employment, regional variations, self-employment and further study.
How to access What Do Graduates Do? 2012
All AGCAS member services will receive a hard copy of the publication from HECSU. A PDF is also available. The AGCAS Education Liaison Task Group will be seeking feedback in early November about how future issues of the publication might be improved.
• Download the latest edition (2012) of What Do Graduates Do?
• Download separate PDFs of the discipline sections.
Media coverage
Both the BBC and the Daily Mail have picked up on the messages of What do Graduates Do?
Vacancy for the role of Chair on the AGCAS Legal Profession Task Group
The AGCAS Legal Profession Task Group is seeking a new Chair. This is a rewarding role which involves overseeing the work of the task group and chairing two meetings per year, held at The Bar Council and The Law Society respectively. You will have the opportunity to lead and make a significant contribution to the work of a key AGCAS task group.
The AGCAS Legal Profession Task Group is seeking a new Chair. This is a rewarding role which involves overseeing the work of the task group and chairing two meetings per year, held at The Bar Council and The Law Society respectively. You will have the opportunity to lead and make a significant contribution to the work of a key AGCAS task group.
The role
You will liaise with the professional bodies that represent and regulate the legal profession:
• Solicitors Regulation Authority (SRA)
• The Law Society
• Bar Standards Board
• The Bar Council
• Chartered Institute of Legal Executives (CILEx)
You will also liaise with key partners such as AGR Legal and publishers/websites such as Globe Publishing/Lawcareers.net and Prospects Law.
You will encourage and liaise with the task group's individual members and write the annual bid for AGCAS funding, in addition to ensuring that careers advisers working with law students within higher education (HE) institutions across the UK and Ireland are kept abreast of key issues and developments relating to the education and training of future solicitors, barristers and legal executives.
Who should apply?
The role of Chair is open to any careers adviser working within an AGCAS member HE careers service who is working with and advising law students at undergraduate or postgraduate level.
How to apply
Email Nick Touati with a concise personal statement, preferably no more than one side of A4, outlining your relevant experience, skills and qualities and why you are interested in the role. The closing date is 5pm on Friday 23 November 2012. To find out more, contact Nick via email or telephone him on (0116) 247 3500.
University of Aberdeen: Embedding employability within the Scottish curriculum
Career Development: Find Your Direction is a 15-credit, second year, university-wide course, delivered by the University of Aberdeen's Careers Service. In Scotland it is traditional to offer a four-year degree in most subjects, and a course is equivalent to a module in the English higher education context.
Career Development: Find Your Direction is a 15-credit, second year, university-wide course, delivered by the University of Aberdeen's Careers Service. In Scotland it is traditional to offer a four-year degree in most subjects, and a course is equivalent to a module in the English higher education context.
Course structure and content
The course aims to embed careers education in the academic curriculum, enhance student employability by encouraging engagement in effective career planning, and provide that vital link between academia and the world of work. The course explores career theories, job applications, skills development, labour market information, recruitment methods and entrepreneurship. The course is also very practical, and local employers and other career professionals contribute to it. For the course assessment, students write a 2,500 word job analysis report, deliver an oral presentation on their job analysis report and undertake a CV construction exercise.
The assessed job analysis report is a particularly innovative and effective assignment. The assessment involves students researching a career option in which they are genuinely interested, which enables them to analyse, evaluate and apply their research with regard to their own career-related ideas. Students are also requested to deliver a presentation on their job analysis report to an audience of teaching staff, peers and visiting employers. The presentations provide an ideal opportunity for employer engagement in the curriculum, with employer presence adding to the credibility of the course. Students are encouraged to include in their presentation a summary of their job analysis research, and a reflective analysis of their selected career option.
Outcomes
The course provides a timely opportunity for students to focus exclusively on the inter-relationship between their degree programme, themselves and their future career plans. The course also helps students to develop a wide range of employability skills requested by graduate recruiters by providing intellectual space for employability and career planning within the curriculum. Students appear to gain a significant amount from this course and respond very positively to the course content and the skills it encourages them to develop.
Students often comment about the course being one of the most pertinent aspects of their university education and commonly cite benefits from the course such as:
• increased self-confidence;
• increased employment awareness;
• improved job acquisition skills;
• an enhanced curriculum vitae.
"This course has been the most valuable thing I've done since coming to university." MA History student
"If you are concerned about what you want to do when you finish university - this course really helps!" BSc Geography student
From a staff perspective the course has been an excellent vehicle to raise awareness of the additional initiatives which the Careers Service delivers, such as the STAR (Students Taking Active Roles) Award, work placements and other co-curricular activities. The number of students participating and using the Careers Service provision has also increased since the inception of the course in 2007. In addition, by building links with employers and embedding careers education within the academic curriculum, the Careers Service is helping to signal to current and prospective students the university's commitment to employability.
For more information, contact: Dr Joy Perkins, Educational & Employability Development Adviser at the University of Aberdeen.
Bournemouth University: Encouraging male students to engage with the placement process
A placement year is a compulsory component for the 260 students studying Bournemouth University's BA (Hons) Business Studies degree. From staff feedback and placement statistics we discovered that male students were less immersed in the placement process than female students, thus missing out on a number of early opportunities. The challenge was therefore to find a way to encourage early engagement.
A placement year is a compulsory component for the 260 students studying Bournemouth University's BA (Hons) Business Studies degree. From staff feedback and placement statistics we discovered that male students were less immersed in the placement process than female students, thus missing out on a number of early opportunities. The challenge was therefore to find a way to encourage early engagement.
The solution
As a large number of the male students were involved in sports at the university, we invited a male sports coach to give a presentation to all second year business studies students. Although our main aim was to encourage the male students to engage, we decided to open the presentation to all students as we felt it could be beneficial to everyone. The presentation demonstrated how a combination of attitude, application and ability can lead to world-class performance in sport and in business. He talked about how sports people motivate themselves, how they deal with disappointments and the techniques that they use to develop a positive attitude. The students could identify the obvious synergies between top sports professionals and successful business people and this helped them understand that they needed to put in a high level of work to succeed.
During the rest of the term, when staff where working on a one-to-one basis with students they reinforced the key messages especially when the students were struggling with a lack of motivation or dealing with disappointments.
Outcomes
The feedback from the presentation was very positive. Students were able to see how they could use some of the techniques mentioned not only for their placement search, but also in other parts of their life. It had a positive impact on almost all students, including those students who did not enjoy or usually participate in sport. Six months later we are still hearing positive feedback including one student who used some of the concepts for a presentation at an assessment centre.
The feedback from senior managers was extremely positive and they were very supportive both before and after the presentation.
Another success of the event was that it made staff in the university see the benefits of looking for alternative sources of inspiration outside of the traditional range of options.
There was a downside, however. Unfortunately, even though the presentation was timetabled, there was a small minority of students who did not attend, some of whom were the male students that the event was targeted at.
Overall, the number of male students with placements by the end of the academic year has improved by 10% on 2011 and 20% on 2010, which is really positive. Whilst there are some other factors which may have influenced this increase, we have no doubt that this presentation kick-started the placement process for some students and motivated the majority.
For more information, contact: Deborah Taylor, Employability Coordinator at Bournemouth University.
University of Ulster: Employer-led careers module as part of the BSc Accounting degree
The University of Ulster 20 point, level 5 careers module is completed by BSc Hons Accounting students in Semester 1 of Year 2. It was designed and has been delivered by the Career Development Centre for a number of years with significant employer input as a main feature. This is a compulsory, core module delivered over 12 weeks which contributes to the students' overall degree classification.
The University of Ulster 20 point, level 5 careers module is completed by BSc Hons Accounting students in Semester 1 of Year 2. It was designed and has been delivered by the Career Development Centre for a number of years with significant employer input as a main feature. This is a compulsory, core module delivered over 12 weeks which contributes to the students' overall degree classification.
Module content
The areas that are focused on throughout include career planning and employability, student-graduate transition, self-marketing (recruitment processes), experience, career options and managing change. Alongside this, practical and skills-focused fortnightly seminars, mainly led by graduate employers, take place on areas such as commercial awareness, client communication, teamwork and employer-led mock interviews.
Structure
There are twelve, one hour lectures and six, two hour seminars (smaller groups of 25) delivered across the semester. Seminars are in the main led and facilitated by employers. Other features of the module include an employer visit and an evening employer networking event, Step into Finance, introducing students to 'other' (non-accountant) roles across financial services and banking. Employers were approached directly and there was an immediate interest in getting involved because of the opportunity to push job opportunities or, more generally, their profile with students.
Students also engage with the Career Development Centre's main online employability resource - PACE (Professional and Career Enhancement System) - to complete mock online aptitude tests, self-audits and a reflective journal. The PACE system is an online resource designed to help students plan, record and reflect on their employability development. This can be done in a number of ways, e.g. in this module they completed reflective logs on the PACE system regarding the different employer activities throughout the module. The advantage of doing this in the PACE system is that the students will maintain a record of these exercises after the module has been completed. This proves useful when the students come to their final year and apply for jobs with some of these employers.
Employers that provide input are from the big four accounting firms and BDO. The Step into Finance networking event involved employers from banking (Bank of Ireland, Citi) and the public sector (HM Revenue & Customs), and there was also input from a smaller accountancy practice.
Assessment
The main aims of the module are to prepare students for typical recruitment processes, to develop self-awareness and also career knowledge. The assessment strategy reflects this.
Students complete three assignments:
1. mock online application;
2. career research report;
3. reflective journal - includes the completion and reflection of two aptitude tests and reflective accounts of seminars/events attended, for example mock interviews, employer visit and skills-based seminars.
Feedback
Feedback from students has been consistently positive and recent developments, including the employer visit and the Step into Finance networking event, have gone down particularly well.
Employers have commented that students are well prepared for recruitment processes, have a good understanding of what potential graduate roles entail and the various elements employers are looking for. As the module has moved to more practical activities (e.g. simulated client situations or business challenge games), employers have found students to be more engaged.
The next stage is to develop a pilot study to try and identify what impact this module has on whether students go on placement and eventually get a graduate-level job. The main challenge in this will be to disaggregate the range of factors that influence these outcomes.
For more information, contact: Bryan Byers, Career Development Consultant, University of Ulster.
University of Chester: Integrating an employer event into the curriculum
Inside the Creative Industries is an annual University of Chester event organised by Careers and Employability, the media department and a team of students from a variety of courses, including journalism, graphic design, PR, marketing, TV and English literature. Students put their questions to creative industry professionals to get advice, tips, industry views and the chance to network informally with employers.
Inside the Creative Industries is an annual University of Chester event organised by Careers and Employability, the media department and a team of students from a variety of courses, including journalism, graphic design, PR, marketing, TV and English literature. Students put their questions to creative industry professionals to get advice, tips, industry views and the chance to network informally with employers.
Structure and content
Traditionally, the event was extracurricular in nature. However, for 2012 Careers and Employability and staff from the media and art and design departments worked together to integrate the event into the curriculum by setting practical assignments based around the event, or using client briefs to work on aspects of the event.
For example, Careers and Employability presented a creative brief to TV students requiring them to produce clips from the event that were less corporate in nature than those produced by university staff last year.
Students developed written pitches containing suggestions about how the event format and resulting video clips could be made more student-friendly.
Careers and Employability selected the three strongest pitches (giving feedback to all students who had submitted pitches) and shortlisted students for a producer/floor manager role. The successful student then coordinated all TV-related aspects of the event in liaison with Careers and Employability (the client), including managing a TV crew of fellow students who filmed the day's events, coordinating studio set-up and editing footage. The TV students also scheduled, conducted and filmed guest interviews.
In addition to curriculum work, other degree courses, for example digital photography, asked student volunteers to work on briefs outside the curriculum to create portfolio content for assessment, and other volunteers took on roles such as 'events assistant' and 'marketing/social media' assistant. In total, 16 students worked on every aspect of the event including branding and publicity, artwork, studio set-up and management, sound and music composition, animation, TV production/filming, social media and photography.
Outcomes and benefits
The event was extremely successful, and Careers and Employability and staff from the media department are currently working on a joint conference paper on Employability within the curriculum to be presented at the university's annual staff conference.
"I thought the event was brilliantly put together and invaluable for media students today to hear from people within the industries they wish to enter. Creative and media studies are consistently misrepresented and undervalued, although they are a major contributor to the UK economy, so it is vital that we encourage the growth of this sector. Events like these are great at doing just that." Trevor Fisher, music industry consultant and Inside the Creative Industries 2012 panel member
Download a You Tube clip from the 2012 Inside the Creative Industries event to find out how important a degree is when it comes to finding a job in the media industry .
For more information, contact: Julie Bhagat, Career Consultant at the University of Chester.
Home Office reviews Points Based System
The Home Office Migration Advisory Committee (MAC) has issued its review of the Points Based System following a consultation earlier this year to which AGCAS responded on behalf of members.
The Home Office Migration Advisory Committee (MAC) has issued its review of the Points Based System following a consultation earlier this year to which AGCAS responded on behalf of members.
Among its recommendations:
• pay thresholds for new entrant employees should be set at the 10th
percentile of the pay distribution for full-time employees in that
occupation;
• new entrant employees to be defined as full-time employees who have
left full-time education less than three years ago;
• all entrants to graduate recruitment schemes to be classified as new
entrant employees for the purpose of setting pay thresholds;
• trainee barristers entering pupillages to be classified as new entrant
employees for the purpose of setting pay thresholds;
• that the current prescriptive rules on how to fulfil the advertising
requirement under the RLMT route are replaced with a list of criteria;
• that the government releases an updated list of SOC 2010 PhD-level
occupations as part of any announced changes to the advertising
requirements.
The issue of regional variation of pay thresholds (and, in particular, the fact that pay rates are often higher in London than elsewhere in the UK) was examined, but different thresholds for different regions of the UK are not suggested.
View the full report: Analysis of the Points Based System: List of occupations skilled at NQF level 6 and above and review of the Tier 2 codes of practice
AGCAS Careers Education Task Group relaunched
The AGCAS Careers Education Task Group has been relaunched having recently received confirmation of funding for the 2012-2013 cycle and with two new members on the group. The group in its newest formation first met in September 2012 to progress planned activities for the coming year.
The AGCAS Careers Education Task Group has been relaunched having recently received confirmation of funding for the 2012-2013 cycle and with two new members on the group. The group in its newest formation first met in September 2012 to progress planned activities for the coming year.
Below is the group's latest report:
Careers education case studies
A big thank you to those AGCAS members who completed a recent online survey about careers education. We are using these results to launch a series of careers education best practice case studies and we are keen to gather more of these over the next few months. A case study template has been prepared, which includes guidelines for AGCAS member services wishing to contribute to the series.
Resources and social networking
By spring 2013, the group also plans to have produced two resource sheets on the careers education themes that you told us in the survey you were most interested in. Again, we will be looking for and sharing examples of best practice, so keep an eye on our Careers Education community for new content. And, don't forget to join the AGCAS Careers Education Group on LinkedIn to tap into discussions and debates about topical careers education issues.
Find out more
If you want to know more about the work of the task group, please contact any of our current members: Diane Edmonds, Shauna McCloy, Jo Lozinska, Jessica Henderson, or Julie Bhagat.
Graduate labour market continues to improve, say careers services
Heads of higher education careers and employability services believe that the graduate labour market was more buoyant in the third quarter of 2012 (July to September) than at the same time last year. 80.9% of those surveyed by AGCAS reported that, in their experience, the graduate labour market was the same or more buoyant (47.6% better, 33.3% same), compared with 4.8% who believed it was less buoyant. 14.3% said they did not know. This is a more optimistic picture than that of the second quarter of 2012 when 79% of the heads of service said it was more buoyant (43%) or the same (36%) compared to the same period last year.
Heads of higher education careers and employability services believe that the graduate labour market was more buoyant in the third quarter of 2012 (July to September) than at the same time last year. 80.9% of those surveyed by AGCAS reported that, in their experience, the graduate labour market was the same or more buoyant (47.6% better, 33.3% same), compared with 4.8% who believed it was less buoyant. 14.3% said they did not know. This is a more optimistic picture than that of the second quarter of 2012 when 79% of the heads of service said it was more buoyant (43%) or the same (36%) compared to the same period last year.
The graduate labour market is cyclical, so comparisons with the previous quarter of the same year can be misleading. However, 90.9% of respondents reported that the picture was more buoyant or the same as the previous quarter (54.5% more buoyant, 36.4% the same).
Mixed picture
Heads reported that the number of IT vacancies had continued to rise and that there had also been more recruitment of graduates into digital media, advertising and marketing. Many were aware of recruiters of graduates for engineering roles who were continuing to experience difficulties filling their vacancies.
However, the number of opportunities for graduates in the public sector and construction were, again reported to be down. And a number of heads singled out the legal profession as another sector in which recruitment activity seemed depressed. Some comments showed how HE careers services have adapted to the challenging conditions by working harder to uncover opportunities beyond those offered by traditional recruiters of graduates:
"There has been some reduction in on-campus activity from long-standing recruiters, but this has been more than made up for by new entrants, including SMEs. This has been very pleasing and may reflect a broadening of our engagement opportunities on offer."
Others have concerns:
"There continues to be a perception that graduates who are under-employed are therefore available to work unpaid. In the guise of offering ‘valuable work experience', start-up companies in particular are asking to use our services to contact graduates to undertake technical or commercial roles to help them build businesses that oftentimes barely yet exist."
Paul Redmond, AGCAS President, said:
"Cautious optimism seems to be the phrase that comes to mind when looking at this data from careers services. Although the graduate market has contracted in certain sectors, the overriding picture is far more positive than media commentators often acknowledge. University careers services continue to gather and advertise a fascinating range of job opportunities, proving that a degree from a UK university remains an excellent career investment."
Wider economy
The experience of higher education careers services seems to reflect other recent sources of data, eg:
• The widely reported data, which showed that in the third quarter of 2012 the UK emerged from recession, with the economy showing growth of 1.0%, alongside an increase in the employment rate and a decrease in the unemployment rate. Many commentators, however, believe the recovery will prove to be temporary, as the last quarter may have been distorted by the Olympics and a hangover from the Jubilee.
• The Guardian Datablog reported 63,672 civil service job cuts (since May 2010) and shows how they have been distributed across Whitehall departments and the UK regions.
• The Office of National Statistics snapshot of the distribution of UK business by activity, size and location, allowing comparisons to be made across regions, sub-regions and parliamentary constituencies.
The AGCAS Vacancy Survey differs from those of AGR and High Fliers, which question recruiters for larger companies' graduate training schemes. Universities carry vacancies for organisations from across the economic spectrum, including smaller companies and the not-for-profit sector.
Media contact
Journalists wishing to arrange an interview with a senior representative of AGCAS, the voice of careers and employability professionals, should contact Chris Jackson, tel 0191 240 3525.
University of Bradford: Using the PebblePad Webfolio for assessment purposes
The Career Development Services at the University of Bradford has developed a Masters level, 20 credit module for final year pharmacy students. The module, developed in collaboration with the School of Pharmacy and in consultation with a range of employers in community and hospital pharmacies, uses an e-portfolio to assess reflection. It was felt that, in addition to the clinical knowledge and skills required for professional pharmacy practice, graduates require knowledge and skills in the management of both themselves and others in order to be successful.
The Career Development Services at the University of Bradford has developed a Masters level, 20 credit module for final year pharmacy students. The module, developed in collaboration with the School of Pharmacy and in consultation with a range of employers in community and hospital pharmacies, uses an e-portfolio to assess reflection. It was felt that, in addition to the clinical knowledge and skills required for professional pharmacy practice, graduates require knowledge and skills in the management of both themselves and others in order to be successful.
Key features
PebblePad, the university's e-portfolio system, is used for individual reflection and a group (60%) and individual (40%) assignment.
The individual assignment is a Webfolio demonstrating self-evaluation, learning and personal development. Students are expected to complete a weekly reflection, either using a template or by writing a blog (both of which are available in PebblePad).
Using the Webfolio, students are expected to demonstrate the ability to think critically about skills and personal qualities and draw from a range of experiences, e.g. the module itself, placements, vacation and part-time work.
Outcome and benefits
Students are free to select the presentation format and style that they feel is most appropriate for the effective presentation of their Webfolio, and supporting evidence has included photographs, audio and video files, Word documents, and PebblePad 'Assets' such as 'Thoughts'. The Webfolio must also include an action plan for the future development of their management skills.
The PebblePad facility to add comments to a student's Webfolio enables the module leader to provide formative feedback prior to submission, and upload marks and summative assessment comments.
Issues to consider
Providing students with instruction in the use of PebblePad, through a hands-on tutorial, has proved beneficial in demonstrating the scope of developing an e-portfolio and in building confidence.
For more information, contact: Catherine Gregory, Senior Career Development Adviser at the University of Bradford.
AGCAS and AGR Graduate Success Project
AGCAS is currently collaborating with AGR on a joint BIS-funded project implementing recommendations from the Wilson Review related to diversity in graduate recruitment and the Higher Education Achievement Report (HEAR). The project's twin aims are to investigate graduate and employer perspectives of the graduate employment market and to raise awareness of the HEAR amongst employers - and promote its use as good recruitment practice. AGCAS is leading on the first of these and AGR on the second.
<!--[if gte mso 9]><xml> <o:OfficeDocumentSettings> <o:RelyOnVML/> <o:AllowPNG/> </o:OfficeDocumentSettings> </xml><![endif]--> AGCAS is currently collaborating with AGR on a joint BIS-funded project implementing recommendations from the Wilson Review related to diversity in graduate recruitment and the Higher Education Achievement Report (HEAR). The project's twin aims are to investigate graduate and employer perspectives of the graduate employment market and to raise awareness of the HEAR amongst employers - and promote its use as good recruitment practice. AGCAS is leading on the first of these and AGR on the second.
Project team
Martin Pennington has been recruited to lead the AGCAS project, along with two interns, Emma Mosley and Robbie Sinclair, both recent graduates from Sheffield Hallam University. An advisory group has also been formed to steer the project and advise on its objectives and methodology, comprising AGCAS members and externals as follows:
• Jack Brown (BIS)
• Chris Jackson (AGCAS)
• Fiona Christie (Salford)
• Lucy Marks (Norfolk Network)
• Wayne Clark (Westminster)
• Stephen Gaskin (Exeter)
• Lewis Coakley (NUS)
• Tracy Scurry (Newcastle)
• Laura Dean (Leeds Met)
• Sue Spence (Huddersfield and the AGCAS Board representative)
• Ian Ford (AGCAS)
• Brian Staines (Bristol)
• Julie Hardy (UCLAN)
The group met for the first time on 5 November.
The focus of the project will be on investigating the influence of social and cultural capital on graduates' perspectives of the graduate employment market and whether there are any significant variations from employers' (both large and small) perceptions in relation to these factors.
The project has a fairly short lifespan (with a completion date of the end of March 2013) and there is a great deal to accomplish in that time. Consequently, the team is moving swiftly ahead with activity to generate research data, with two pieces of work being fairly imminent.
HEAR activity
The first of these is a short questionnaire aimed at heads of services to ascertain the general 'state of play' with regard to the HEAR across all UK institutions and, in particular, views about how it has been developed and is likely to be used. This will provide very useful background context for the project as a whole and, more specifically, help to inform AGR as it seeks to build awareness of the HEAR amongst employers and to develop general good practice in graduate recruitment. Chris Jackson will be contacting heads of services about this very soon.
Graduate survey
The second is a survey aimed at 2011 UK first degree graduates covering their perceptions of three related areas: career choice and decision-making; career planning and preparation; and transition from university to employment. This questionnaire is currently being developed by the team in collaboration with the advisory group and is expected to be finalised by 23 November. At this point, heads of careers services will be contacted with more information plus a link to the questionnaire (via SurveyMonkey) requesting them to publicise this and, if possible, to forward it to their registered graduates.
Member participation
The project team is trusting that AGCAS member services will respond positively to this request and ensure that as many of their graduates as possible know about the survey and are encouraged to participate (there are five iPad minis up for grabs for graduate respondents drawn from a hat).
A little further down the line, the team will be seeking the views of employers via a questionnaire delivered through AGR (for large graduate employers) and careers services and regional agencies, such as Graduates Yorkshire (for SMEs). Watch this space for more details.
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University of Brighton’s Internship Programme gets a boost from Santander UK
The University of Brighton runs a graduate Internship Programme aimed at increasing paid graduate-level work opportunities locally. With campuses in Brighton, Eastbourne and Hastings, local employers include large, well-known organisations such as the NHS and American Express, but there is also a high concentration of small and medium-sized enterprises (SMEs), particularly in the digital and media industries.
The University of Brighton runs a graduate Internship Programme aimed at increasing paid graduate-level work opportunities locally. With campuses in Brighton, Eastbourne and Hastings, local employers include large, well-known organisations such as the NHS and American Express, but there is also a high concentration of small and medium-sized enterprises (SMEs), particularly in the digital and media industries.
Recently, their partnership with Santander Universities has given a boost to the programme. Santander UK are covering 50% of the cost of employing a number of graduates for three months, on the condition that the company offers a permanent role beyond this period.
The university is promoting the scheme widely across the business community through the Federation of Small Businesses and Wired Sussex (an employer organisation for the digital media industries), as well as through social media and networking events. They are receiving applications from a diverse range of employers, so roles are available to graduates across the full range of the curriculum and near all campuses.
Rebecca Duffy, Graduate Internships Officer at the University of Brighton Careers Service, comments:
"Santander UK have allowed us to use the same processes that we have in place for our Internship Programme to sign employers up, advertising through our Careers Service vacancy database, our alumni association, Brighton and Hove Jobs and social media channels.
Key to the success of this and our own graduate programme will be promoting awareness, amongst both employers and graduates, of the many benefits of paid internships. The Santander UK scheme offers us a great opportunity to rise to this challenge."
QM Projects: A local work experience scheme
To enhance the employability of Queen Mary students, QM Careers, part of The Careers Group, University of London, identified a need to create new local work experience opportunities. In January 2012, QM Projects was launched. Although still in its first year, the impact of the scheme on students' employability is already being reported
To enhance the employability of Queen Mary students, QM Careers, part of The Careers Group, University of London, identified a need to create new local work experience opportunities.
In January 2012, funded by Higher Education Innovation Funding (HEIF), QM Projects was launched. QM Projects places Queen Mary students as leaders on challenging projects in local charities. The aim is to give the student an opportunity to develop and showcase skills - such as leadership, influencing, problem-solving and initiative - whilst filling a skills and/or resource gap in a local charity. At the end of their three-month project, the student should be able to give a clear, positive outcome of their achievement on their CV, all the while expanding the university's public engagement in the East London community.
Although QM Projects is still in its first year, the impact of the scheme on students' employability is already being reported.
AGCAS members who have registered with this site and signed in can read more about the scheme below.
What do students and graduates really think about careers?
In a recent message to members, AGCAS President Paul Redmond asked what we should make of the fact that, according to the widely-respected Futuretrack survey, over 40% of graduates had never used their HE careers service.
In a recent message to members, AGCAS President Paul Redmond asked what we should make of the fact that, according to the widely-respected Futuretrack survey, over 40% of graduates had never used their HE careers service.
He went on to point out that many students and graduates will never set foot inside a building with 'Careers Service' on the door, but that most, nevertheless, make use of its expertise, services and products, often without knowing it. AGCAS has been looking at how we could better capture what students and graduates nationally really think about how well university prepares them for the world of work - and to what extent they take advantage of the opportunities on offer.
New GTI survey
A recent approach by GTI for AGCAS' help with a follow-up to a survey last conducted six years ago concentrated our minds further. We were asked to review the questions included last time and suggest amendments. The original questions did recognise the growing importance of online (as opposed to face-to-face) delivery, but they still seemed dated. The survey appeared to be less concerned with students' development during their time at university than who the respondents gave credit for it (or, indeed, blamed for any perceived deficiencies).
The new survey remains a piece of independent research. GTI have included new questions of their own, as well as some of the originals, but they did listen to AGCAS and we think it's something that will give a real insight into students' and graduates' attitudes towards employability, the extent to which they think universities are meeting their needs, and what they view as their own responsibilities.
Both GTI and AGCAS are keen that the response rate is as high as possible, so we urge all members to disseminate the link to the survey in any way they can: http://www.surveymonkey.com/s/targetjobsemployability. The closing date is 30 November. There are £50 Amazon vouchers to be won by randomly-selected respondents. Initial findings will be disseminated at the AGCAS Heads of Service Conference in January and the data will then be made available to AGCAS.
What didn't make the headlines
But, to return to Futuretrack. At the end of their final year in HE, students were asked whether they had used their careers service. 44.4% said 'No'. But, when the 55.6% who said they had were asked to rate its helpfulness, 84% said it was very or quite helpful (36.7% very; 47.3% quite) against 16.2% not very or not at all (13.1% not very and 3.1% not at all) - approval ratings that the politicians and journalists who throw mud in careers professionals' direction would surely die for.
Of course, perceptions alter as graduates' careers develop. Paul Redmond has written about this in the past - and Futuretrack researcher Kate Purcell commented:
"Just last week in preparation for the launch, I needed to telephone one of the respondents who had been very negative and disaffected when he filled in the questionnaire. Now, more than six months on, he was surprised to be reminded how negative he had been and reported that he was much more sanguine now. This was a finding of the previous tracking studies we've done. People said things like 'If you'd asked me how useful my HE experience was a couple of years ago, I'd have said 'useless!', but now I find I'm using the things I learned all the time in my job.'"
It would certainly be interesting to continue to track this cohort and to try to understand what factors affect these changes. But, in the meantime, let's make use of Futuretrack (the biggest, most reliable research project) to address this issue to date, and then help the new GTI survey achieve the highest possible response rate so that we can genuinely learn from it. And, if you have local research findings that you're prepared to share, please send them to Chris Jackson.
Postgraduate education report launched
The Higher Education Commission's report on postgraduate education was launched at the House of Commons on 29 October 2012. Clare Jones, a member of the AGCAS Research Staff Task Group who, together with the AGCAS Postgraduate Students Task Group and senior AGCAS staff, coordinated the AGCAS response to the inquiry, attended the launch event.
The Higher Education Commission's report on postgraduate education was launched at the House of Commons on 29 October 2012. Clare Jones, a member of the AGCAS Research Staff Task Group who, together with the AGCAS Postgraduate Students Task Group and senior AGCAS staff, coordinated the AGCAS response to the inquiry, attended the launch event.
Dr Graham Spittle, who chaired the inquiry, formally launched the report with responses from David Willetts, Minister of State for Universities and Science, and Shabana Mahmood, Shadow Minister for Higher Education.
Issues affecting postgraduate education
During the launch, Dr Spittle stressed that postgraduate education had been neglected in policy debates and strategic thinking and that the inquiry had revealed a number of gaps in the evidence base needed for the development of policy. Both in the report and at the launch, reference was made to 'a perfect storm' of increased fees, students being less willing to incur further debt, and more stringent immigration conditions leading to significant damage being inflicted on the health of the postgraduate sector.
Dr Spittle and Ms Mahmood both highlighted the need for a review and reform of funding mechanisms for postgraduate study, improved access, especially for home students, and the potentially damaging effects of changes to the immigration system on international student recruitment. In his speech, David Willetts remarked that the concerns expressed on the effects of the undergraduate fee changes may be exaggerated and that any future Exchequer involvement in funding would lead to greater central scrutiny of who is undertaking postgraduate courses and what they are studying.
Implications for AGCAS and its members
Members of the inquiry team also stressed that the report was a first step in raising the profile of postgraduate education and that further work will be required. In terms of implications for the involvement of AGCAS and careers services, recommendations 1 and 2 highlight the need for more data on employment outcomes and improved understanding of employer needs for postgraduate skills. Section 7 of the report also deals with research degrees highlighting the need for more information on the quality of research conducted at doctoral level and concerns expressed by industry regarding the narrowness of the UK PhD. The evidence submitted by AGCAS on postgraduate careers is included in the report on page 44.
Find out more about Postgraduate Education: An independent inquiry by the Higher Education Commission and download the full report.
Enterprising members relaunch task group
The AGCAS Enterprise Task Group has been relaunched having recently received confirmation of funding for the 2012-2013 cycle and with five new members on the group. The group in its newest formation first met via teleconference on 31 October 2012 to discuss proposed activities for the coming year.
The AGCAS Enterprise Task Group has been relaunched having recently received confirmation of funding for the 2012-2013 cycle and with five new members on the group. The group in its newest formation first met via teleconference on 31 October 2012 to discuss proposed activities for the coming year.
The task group is seeking views from the wider AGCAS membership on how you feel the group could support you and what themes you would like the group to focus on. Your responses will be gathered to inform proposed activity when the group next meets on the 30 January 2013. You will be encouraged to join the AGCAS-ENTERPRISE discussion list for this (to join, email lists@agcas.org.uk).
Resources and toolkit
The task group also plans to produce resources and a toolkit for careers professionals and will be looking for and sharing examples of best practice, which will be posted on the Enterprise Community.
Find out more
If you want to know more about the work of the Enterprise Task Group, please contact Jane McAllister.
TARGETjobs Breakfast News: 2:1 or nothing
The focus of the November 2012 TARGETjobs Breakfast News was on how useful a 2:1 degree classification really is when assessing graduates' suitability for a job.
The focus of the November 2012 TARGETjobs Breakfast News was on how useful a 2:1 degree classification really is when assessing graduates' suitability for a job.
Economic forecast
Bryan Finn of Business Economics Ltd began by reviewing the current economic outlook and how this affects graduate recruitment, and went on to provide a summary of predictions for 2013.
Changing graduate recruitment algorithms?
Jane Clark, Barclays' Head of Corporate and Investment Banking Campus Recruitment, Europe and Asia, and Iain Heath, Head of Graduate Programmes at Centrica, talked about how AGR, which monitors its members' selection criteria, has noticed an upward trend with the degree class sought. They then went on to discuss whether the HEAR will provide employers with better data on graduate achievements.
The old markers are the best
Professor Adrian Furnham, writer, psychologist and consultant on organisational behaviour, gave his thoughts on how 'bright, resilient and conscientious' are the best predictors of educational attainment and how they also correlate with success at work.
'Dump the 2:1 and UCAS points'
Finally, Simon Howard, Chairman of Work Group PLC, gave his thoughts on the 2:1 as a predictor of success. His opinion was that it was 'about as valid as picking Derby winners with a pin'.
Presentation
Download the November 2012 TARGETjobs Breakfast News presentation.
National Teaching Fellowship Scheme 2013
The National Teaching Fellowship Scheme (NTFS) is now open. The NTFS recognises and rewards excellent learning and teaching. It is open to all higher education (HE) institutions and further education (FE) colleges with more than 100 FTE students in England, Northern Ireland and Wales.
The National Teaching Fellowship Scheme (NTFS) is now open. The NTFS recognises and rewards excellent learning and teaching. It is open to all higher education (HE) institutions and further education colleges with more than 100 FTE students in England, Northern Ireland and Wales.
Up to 55 awards of £10,000 are made to recognise individual excellence. The award is intended for National Teaching Fellows' professional development in teaching and learning or aspects of pedagogy. Nominations will close on 4 March 2013. See the Higher Education Academy (HEA) website for documentation and further details of how to submit nominations.
The 2012 Review of the National Teaching Fellowship Scheme (NTFS), commissioned by the HEA, has also been published. The review found that the HE sector feels very positive about the scheme. It has five main recommendations for taking the scheme forwards, which the HEA will be implementing in a phased plan.
Doubling of students using careers services for networking: GTI survey
Heads of higher education careers and employability services were treated to a sneak preview of important survey findings at their annual conference in Cardiff last week. GTI Media's employability survey was a follow-up to one carried out six years ago and it showed some fascinating changes. Students and recent graduates were asked a series of questions about how well their university (and, specifically, their careers and employability service) had prepared them for life after university.
Heads of higher education careers and employability services were treated to a sneak preview of important survey findings at their annual conference in Cardiff last week. GTI Media's employability survey was a follow-up to one carried out six years ago and it showed some fascinating changes. Students and recent graduates were asked a series of questions about how well their university (and, specifically, their careers and employability service) had prepared them for life after university.
54% of respondents said they had networked with potential employers or with people working in the area of work they're interested in. Of these, 46% said the contact had been arranged by their careers service. This is up from 23% six years ago and is now the most common way of establishing professional links while at university. This suggests that messages about the importance of networking and the resources that careers services put into this activity are paying dividends.
Chris Phillips, GTI Media's UK Information and Research Director, also revealed:
• 97% of respondents recognise the importance of developing employability skills while at university.
• Over a third of respondents believe that the university has the main responsibility for preparing them for working life.
• Email and internet communication are heavily used and liked by students for careers and employability. Perhaps surprisingly, social media communications are still not as well used and not as well valued as other methods of communication.
• The survey shows the enduring popularity of practical skills workshops/sessions above all other services.
• Six years ago, the main reason non-users gave for not visiting their careers service was that they didn't know where it was. Now the main reasons given were that they hadn't got round to it yet and they had no time.
Paul Redmond, AGCAS President and Director of Employability and Educational Opportunities at the University of Liverpool, said:
"It's great to see such a big increase in the number of students taking advantage of their careers service to make contacts with potential employers and future colleagues. Networking can sound daunting but we can help students understand that it needn't be. We have a wealth of information on potential employers and can also help students make contact with people working in fields of interest, often graduates of their own university. A wide professional network will definitely give you an edge throughout your working life and university is the time to start developing it."
AGCAS Chief Operating Officer, Ian Ford, said:
"Comparing students' views over time helps universities ensure they're meeting current needs and see where more work might need to be done. Six years ago, the main reason non-users gave for not visiting their careers service was that they didn't know where it was. Careers services have since worked very hard on their profile. Now the main reason for non-use is time-pressure: another challenge to rise to!"
The survey received over 2,300 responses from current undergraduate students at over 100 universities. The survey was available online for five weeks up to the end of November 2012. AGCAS suggested some of the questions, but had no part in the collection and analysis of the data.
AGCAS' TARGETjobs Award - employer nominations sought
For the ninth time, AGCAS has been invited by GTI to judge an award at the annual TARGETjobs National Graduate Recruitment Awards to be presented at the Grosvenor House Hotel, Park Lane, London on Wednesday 3 April 2013. Once more, the title will be The AGCAS Award for Excellence in Careers Service Engagement.
For the ninth time, AGCAS has been invited by GTI to judge an award at the annual TARGETjobs National Graduate Recruitment Awards to be presented at the Grosvenor House Hotel, Park Lane, London on Wednesday 3 April 2013. Once more, the title will be The AGCAS Award for Excellence in Careers Service Engagement.
We encourage every AGCAS member service to nominate one organisation that has demonstrated commitment to working with your service and contributed to the careers and employability, employment opportunities, careers education, information, advice and guidance available to your students and graduates. You may nominate employers of any size and from any sector.
How to nominate
For each organisation you nominate, please answer the following questions in fewer than 500 words (total):
1. In what ways has this organisation developed or sustained a good working relationship with your service?
2. How has this organisation helped you provide careers and employability opportunities, education, information, advice or guidance to your students or graduates?
3. How can the impact of the employer's input be measured?
Please email your nominations to Chris Jackson by Friday 18 January (one submission from each service).
AGCAS will publicise both the shortlist and the winners.
Vacancies for AGCAS Company Law Members
Nominations are invited for the role of AGCAS Company Law Member. The role provides an interesting career development opportunity and a chance to contribute to the success of AGCAS without it being an onerous responsibility. There are three vacancies. The normal period of office is four years and nominations are invited from members of Plenary Committee (heads of service) to fill these vacancies.
Nominations are invited for the role of AGCAS Company Law Member. The role provides an interesting career development opportunity and a chance to contribute to the success of AGCAS without it being an onerous responsibility. There are three vacancies. The normal period of office is four years and nominations are invited from members of Plenary Committee (heads of service) to fill these vacancies.
AGCAS, the company, has eight Company Law Members: four nominated by Plenary Committee, plus the AGCAS President, Vice-President, Treasurer and Company Secretary. The role of a Company Law Member is to make sure that the AGCAS Directors are working towards the objectives of the company, to receive the annual report and accounts at the AGM, and to approve the auditors. Company Law Members are the only members who can vote at an AGCAS AGM (this can be done by proxy). They also receive copies of the minutes of AGCAS Board meetings. Prospective Company Law Members may like to know that their liability, in the event of the company being wound up, is limited to one pound.
Further information about AGCAS is available in the Articles of Association and Financial Statements.
How to nominate
A nomination form is available below. Forms should be completed and posted or faxed to Sue Spence by Wednesday 20 February 2013. Please note that the both the proposer and seconder must be members of Plenary Committee, ie a head of service. Should more than three nominations be received, members of Plenary Committee will be balloted to decide who will fill the positions.
For further information about the role and what it involves, please contact Sue Spence, AGCAS Company Secretary.
Engineering insights from the AGR Engineering Sector Focus Group
The AGR Engineering Sector Focus Group met in December 2012 to discuss employment opportunities and challenges in the engineering sector. The meeting was attended by David Gilchrist, Careers Consultant at City University London and AGR AGCAS Liaison Officer (ALO) for engineering, who also put questions from AGCAS members to the group. The meeting was attended by a range of engineering companies, including Siemens, Denso and Thales.
The AGR Engineering Sector Focus Group met in December 2012 to discuss employment opportunities and challenges in the engineering sector. The meeting was attended by David Gilchrist, Careers Consultant at City University London and AGR AGCAS Liaison Officer (ALO) for engineering, who also put questions from AGCAS members to the group. The meeting was attended by a range of engineering companies, including Siemens, Denso and Thales.
Key messages
1. There were concerns voiced that some engineering-related degrees and Masters courses, in trying to attract students, are watering down the teaching of some of the core engineering principles that employers look for.
2. There are a couple of new or returning engineering companies to the graduate recruitment fold, including Denso and GL Industrial Services. Both are looking to establish their brand at a deeper level in student consciousness, an objective shared by other companies in the year to come, including Thales.
3. Gradcracker, who attended a huge number of events on campuses throughout the UK in the 2012 autumn term, were sometimes left wondering where all the final year students had got to. They also encourage careers services to prioritise a manageable number of well-attended, quality career events over trying to deliver too much.
AGR's Operations Manager, Claire Adams, also summarises the outcomes on her AGR blog.
HEAR survey findings
Late in 2012, AGCAS surveyed heads of its member services in order to gain a better understanding of HE institutions' (and particularly careers and employability service managers') experience of and views towards the Higher Education Achievement Report (HEAR).
Late in 2012, AGCAS surveyed heads of its member services in order to gain a better understanding of HE institutions' (and particularly careers and employability service managers') experience of and views towards the Higher Education Achievement Report (HEAR).
The survey findings were shared with AGR, as an AGCAS contribution to its partner's strand of the BIS-funded Graduate Success project. They are now also available to Full and Affiliate Members of AGCAS.
AGCAS survey: enterprise and entrepreneurial support
The AGCAS Enterprise and Entrepreneurship Task Group would like to hear from AGCAS members involved in the delivery of enterprise and entrepreneurial support. The group has created a short survey, designed to encourage the sharing of best practice, which asks members to outline the challenges faced in this area, as well as the areas the group could focus on and develop further.
The AGCAS Enterprise and Entrepreneurship Task Group would like to hear from AGCAS members involved in the delivery of enterprise and entrepreneurial support. The group has created a short survey, designed to encourage the sharing of best practice, which asks members to outline the challenges faced in this area, as well as the areas the group could focus on and develop further.
The results of the survey will help towards the development of a toolkit for members who work in this area.
Complete the survey
The deadline for responses is Monday February 25 2013.
Graduate labour market 'mixed picture' - AGCAS survey
Heads of higher education careers and employability services believe that the graduate labour market was more buoyant in the fourth quarter of 2012 (September to December) than at the same time last year.
Heads of higher education careers and employability services believe that the graduate labour market was more buoyant in the fourth quarter of 2012 (September to December) than at the same time last year. 90.4% of those surveyed by AGCAS reported that, in their experience, the graduate labour market was the same or more buoyant, with equal numbers believing it was more buoyant and the same (45.2% in each case). 6.5 thought it less buoyant and 3.2% said they did not know. This is more optimistic than the second quarter of 2012 when 80.9% of the heads of service said it was more buoyant (47.6%) or the same (33.3%) compared to the same period last year.
The graduate labour market is cyclical, so comparisons with the previous quarter of the same year can be misleading. However, when asked to compare with the previous quarter, 80% of respondents reported that the picture was more buoyant or the same - 53.3% thought it was more buoyant, and 26.7% thought it was about the same.
Mixed picture
Heads reported that the number of IT vacancies had continued to rise and some singled out a rise in opportunities in finance, construction and manufacturing. Many were aware of recruiters of graduates for engineering and IT roles who were continuing to experience difficulties filling their vacancies. SMEs operating in these areas found it difficult to compete with the higher salaries and apparently better prospects with larger companies. One service had noted an increase in the number of Ireland-based IT companies recruiting.
However, the number of opportunities for graduates in the public sector were again reported to be down and the number of part-time vacancies and internships to be up compared with full-time, permanent jobs. Some comments showed how HE careers services have adapted to the challenging conditions by working harder to uncover opportunities beyond those offered by traditional recruiters of graduates:
"Whilst the traditional fairs continue, smaller and more targeted events, focused around specific career sectors, have continued to develop."
Others have concerns:
"A large public sector organisation that has supplied many graduate-level vacancies in the past is planning to focus as far as possible on internal recruitment. They will be reducing their own HR staff because of this and will no longer send weekly vacancy lists to us. Might this trend increase as the next phase of public sector cuts kicks in?"
Media contact
Journalists wishing to arrange an interview with a senior representative of AGCAS, the voice of careers and employability professionals, should contact Chris Jackson.
AGCAS announces official partnership with GTI Media
AGCAS, the Association of Graduate Careers Advisory Services, the voice of HE careers and employability professionals, is delighted to announce that, with immediate effect, it will be working with GTI Media, publishers of TARGETjobs, TARGETjobs Events and TARGETcourses in the UK, to deliver key careers information to undergraduates, postgraduates and recent graduates.
AGCAS, the Association of Graduate Careers Advisory Services, the voice of HE careers and employability professionals, is delighted to announce that, with immediate effect, it will be working with GTI Media, publishers of TARGETjobs, TARGETjobs Events and TARGETcourses in the UK, to deliver key careers information to undergraduates, postgraduates and recent graduates.
The careers information covered by the partnership includes detailed sector briefings, country profiles, advice on diversity and discrimination, teaching as a profession and various other specific topics related to job-hunting. This content will now appear exclusively and officially on targetjobs.co.uk.
AGCAS is the professional organisation for careers services in over 130 UK universities and its members will be contributing original content to targetjobs.co.uk as part of the agreement. GTI Media has been closely involved with careers services for 25 years and has always supported their work and promoted their influence and importance within universities.
Critical contribution
GTI Media and AGCAS will also be discussing collaborative research projects and other initiatives to create a greater awareness of the importance of careers and employability education, advice, information and guidance and the critical contribution made by graduate recruitment to the economy.
Dr Paul Redmond, President of AGCAS, says:
“We are really excited to be working with GTI Media. We know our material, which is written by highly trained and well-informed professionals, is highly valued by students and graduates. This partnership will ensure that it's kept up-to-date and remains readily accessible to them wherever they are studying and after graduation."
Chris Phillips, Information and Research Director at GTI Media, comments:
“GTI Media puts students at the heart of everything we do and our mission has always been to provide them with top-quality careers information and advice to help them make better choices. We are delighted to be working in a more formal and official way with AGCAS, an organisation that shares the same goals and with whom we have worked constructively for many years. But it’s the students who will benefit most.”
Notes for editors
To arrange interviews, contact:
• Ian Ford, AGCAS Chief Operating Officer
0114 251 5772 ian.ford@agcas.org.uk
• Paul Redmond, AGCAS President
0151 794 8234 paul.redmond@liverpool.ac.uk
AGCAS announces shortlist for TARGETjobs employer award
Six employers have been shortlisted for The AGCAS Award for Excellence in Careers Service Engagement. They were all nominated by higher education careers services. The award is one of the prestigious annual TARGETjobs National Graduate Recruitment Awards.
Six employers have been shortlisted for The AGCAS Award for Excellence in Careers Service Engagement. They were all nominated by higher education careers services. The award is one of the prestigious annual TARGETjobs National Graduate Recruitment Awards.
Shortlist
The following employers have been shortlisted for their commitment and contribution to the careers and employability education, information, advice and guidance offered at each AGCAS member service:
• APD Communications (nominated by the University of Hull)
• Enterprise Rent-A-Car (nominated by the University of Aberdeen)
• Cap Gemini (nominated by the University of Birmingham)
• American Express (nominated by the University of Brighton)
• UK Power Networks (nominated by City University London)
• Complete Control (nominated by Bath Spa University)
Winner
The winner will be announced at the awards ceremony on Wednesday 3 April 2013.
Ticket discounts for AGCAS members
The ninth TARGETjobs National Graduate Awards evening will be held at Grosvenor House, Park Lane, London on Wednesday 3 April 2013. GTI, the organisers, are once again offering reduced price tickets for AGCAS members. Tickets cost £140 per person (half the price of a normal ticket) and this includes a champagne reception, slap-up meal, wine on the table, celebrity presenter, presentation of the awards themselves (including the AGCAS award) and the usual dancing and drinking. The audience is comprised mainly of senior recruitment people from graduate recruiting companies, so it's an excellent networking opportunity, as well as a great night out. Email Grace Banks if you'd like to join the 1,000 people at the Grosvenor in April.
New guide on using audio feedback in careers work
AGCAS member Julie Bhagat has produced a guide on using audio feedback in careers work. Based on research carried out for her MA Career Guidance Studies final project, the guide shares good practice, tips and suggestions from AGCAS colleagues on the use of audio clips to give CV feedback.
AGCAS member Julie Bhagat has produced a guide on using audio feedback in careers work. Based on research carried out for her MA Career Guidance Studies final project, the guide shares good practice, tips and suggestions from AGCAS colleagues on the use of audio clips to give CV feedback.
The guide, Using audio feedback in careers work: Useful tips and advice, is aimed at higher education careers service staff interested in using audio to respond to CV feedback requests, as well as others, eg academic staff giving feedback on assignments, further education career advisers giving feedback on personal statements, and staff creating podcasts or other audio resources.
Summary from the AGR Financial Services Focus Group
The AGR Financial Services Focus Group met in February 2013 at a Lloyds Banking Group office in London. The meeting was attended by Graham Philpott, Career Development Consultant at the University of Reading and AGCAS Liaison Officer (ALO) for this group, who also put questions from AGCAS members to the group. There were 15 employers present, including investment banks, universal banks, insurers, professional services and regulators.
The AGR Financial Services Focus Group met in February 2013 at a Lloyds Banking Group office in London. The meeting was attended by Graham Philpott, Career Development Consultant at the University of Reading and AGCAS Liaison Officer (ALO) for this group, who also put questions from AGCAS members to the group. There were 15 employers present, including investment banks, universal banks, insurers, professional services and regulators.
Key messages
It was difficult to glean many themes across the group, except the general desire to attract more women into the sector.
Overall, applications are at least as high as in previous years for most of the organisations, so there appears to be little impact on volume with respect to the aftermath of the financial crisis or the recession.
The investment banking recruiters mentioned that their sector no longer holds the cachet on campus that it did a few years ago.
Answers to AGCAS questions
Popular job areas: Consumer banking is the one area that employers are seeing more opportunities than good applications.
Degree classification: Generally, the employers are still strictly adhering to 2:1s and above. Barclays, however, are bucking that trend.
Selection procedures: Generally, the employers all use the following selection steps - online application form, online tests, telephone interviews and assessment centre. No one was using recorded video interviews and there was a general feeling that this technique would not become widespread.
Advice for overseas students on how to answer the UCAS points question: Employers suggested that students should guess based on the entry criteria for the degree. The recruiter will check whether the overseas qualification meets their requirements.
Work visas: There has been no change in attitudes to work visas - ie, most of the employers won't sponsor work visas, but those that did still do. There appeared to be a continued lack of confidence with respect to visa rules.
The group is intending to offer a careers advisers' day at some point in the future.
Top speakers confirmed for AGCAS conference
Sir Tim Wilson, author of the Wilson Review, Dave Jarman, Chairman and Director of Enterprise Educators UK, Jeremy Budd, Vice-President of IBM, and Carl Gilleard, Chief Executive at the Association of Graduate Recruiters (AGR), have all been confirmed as keynote speakers for AGCAS Biennial 2013, which will take place 10 - 12 September at the University of Exeter.
Sir Tim Wilson, author of the Wilson Review, Dave Jarman, Chairman and Director of Enterprise Educators UK, Jeremy Budd, Vice-President of IBM, and Carl Gilleard, Chief Executive at the Association of Graduate Recruiters (AGR), have all been confirmed as keynote speakers for AGCAS Biennial 2013, which will take place 10 - 12 September at the University of Exeter.
The conference will run over three days at the University of Exeter's new flagship venue, The Forum.
Themes
The overall conference theme is Beyond the rhetoric: Enterprise, Engagement and Employability.
Each day has a specific theme:
• Day 1, Tuesday 10 September: Enterprise
• Day 2, Wednesday 11 September: Engagement (Employer Day)
• Day 3, Thursday 12 September: Employability
In previous years, AGCAS Biennial has attracted over 600 participants over the three days.
Host service
The University of Exeter is widely recognised as a leading light in the graduate employability arena. Paul Blackmore, Head of Employability and Graduate Development, said:
"We have a strong commitment to student employability provision and employer engagement, so we are delighted to be hosting the 2013 AGCAS Biennial Conference. Exeter has a number of high-profile enterprising alumni, including Jeremy Budd. We look forward to showcasing our modern, high-class conferencing facilities."
Call for workshops
The conference planning group is now looking for workshops to fit each daily theme of the conference. Workshops can include training events, dissemination sessions, sharing of good practice, debates and discussions of interest. All sessions are 90 minutes long. The group is looking forward to receiving workshop offers from members, non-members, employers, other professional associations, partner organisations, academics, or any combination of the above. The closing date for workshop offers is Friday 12 April, 2013.
Dundee careers service runners up in Guardian awards
The University of Dundee Careers Service has won runner up in the Employability Initiative Awards from The Guardian for their innovative internship programme. The Scottish Internship Graduate Certificate (SIGC) is a credit-bearing academic qualification consisting of a six-week intensive taught module and a six-month internship placement with a Scottish employer.
The University of Dundee Careers Service has won runner up in the Employability Initiative Awards from The Guardian for their innovative internship programme. The Scottish Internship Graduate Certificate (SIGC) is a credit-bearing academic qualification consisting of a six-week intensive taught module and a six-month internship placement with a Scottish employer.
SIGC aims to provide students with access to high quality work experience, helping them to build skills and confidence and enhance their employability. Students can choose to take options including leadership and negotiation and get to practise their interview technique with personalised appraisal and feedback from a team of careers advisers. The SIGC programme is unique within the UK and is offered to University of Dundee graduates as well as to graduates from other universities.
Feedback
One graduate described SIGC as:
"A perfect stepping stone from university to employment and a brilliant opportunity to gain relevant work experience."
Feedback from employers has been enthusiastic, with all but one graduate, who secured a job elsewhere, being retained from this year's cohort.
Graham Nicholson, Dundee's Deputy Director of Student Services, said:
"We are particularly proud of helping two graduates with 2:2 degrees gain entry on to the graduate training schemes of their placement providers, who normally only accept a 2:1 or above."
Employer relations
The success and sustainability of SIGC resulted from the careers service's existing excellent relationships with employers. They have a strong background in providing internships through their other initiatives: 'Placement Base' - a one-stop-shop for advertised placements; and their undergraduate Internship Modules.
The University of Dundee is committed to creating global opportunities for students through international partnerships. This year SIGC will transform into the Global Internship Graduate Certificate (GIGC), offering internships in Delhi, India as well as via the Scottish route.
For further information about the SIGC/GIGC, contact: Sophie Calvin or Lynsay Pickering, University of Dundee, careers@dundee.ac.uk.
AGCAS announces new Company Law Members
Three new AGCAS Company Law Members have been appointed to replace this year's outgoing members. The new members are: Stephen Boyd, University of Huddersfield; Karen Lennox, Glyndŵr University; and Ann Smart, Northumbria University.
Three new AGCAS Company Law Members have been appointed to replace this year's outgoing members. The new members are:
• Stephen Boyd, University of Huddersfield
• Karen Lennox,Glyndŵr University
• Ann Smart, Northumbria University
AGCAS, the company, has eight Company Law Members in total: four nominated by Plenary Committee, plus the AGCAS President, Vice-President, Treasurer and Company Secretary. They usually serve for a period of four years.
The role of a Company Law Member is to make sure that the AGCAS Directors are working towards the objectives of the company, to receive the annual report and accounts at the AGM, and to approve the auditors. Company Law Members are the only members who can vote at an AGCAS AGM. They also receive copies of the minutes of AGCAS Board meetings.
Find out more about the governance of AGCAS
AGCAS Awards for Excellence 2013
AGCAS is delighted to invite nominations for the 2013 AGCAS Awards for Excellence. Our biennial awards aim to encourage, reward and share good practice by HE careers and employability professionals and their partner organisations. Nominations are welcomed from AGCAS member services, groups and individual members, as appropriate for the different awards. There are a number of new categories this year.
AGCAS is delighted to invite nominations for the 2013 AGCAS Awards for Excellence. Our biennial awards aim to encourage, reward and share good practice by HE careers and employability professionals and their partner organisations. Nominations are welcomed from AGCAS member services, groups and individual members, as appropriate for the different awards. There are a number of new categories this year.
Nominations are also welcomed for the AGCAS Lifetime Achievement Award, which is made to those who have made an outstanding and sustained contribution to AGCAS through their working lives.
Winners will receive a trophy, a certificate, a logo to use on their website and plenty of AGCAS-generated publicity. There are lots of spin-off benefits too: winning an award, or even just being shortlisted, can be used to raise the profile of your service and enhance your reputation within and outside the university - and it will be great for your CV.
There is some fantastic work going on in AGCAS services of all shapes and sizes so why not take the chance to blow your own trumpet and gain some national external recognition too?
Find out more about the award categories, criteria and how to apply
The closing date for applications has been extended to Thursday 16 May 2013.
University of Aberdeen creates digital employability skills project
OPEN (Online Presence, Employability, Network) is an HEA-funded project, created by the University of Aberdeen for and with students to increase their digital employability skills. It will be a resource that aims to ensure tomorrow's graduates are keeping up-to-date with digital employability methods via social media.
OPEN (Online Presence, Employability, Network) is an HEA-funded project, created by the University of Aberdeen for and with students to increase their digital employability skills. It will be a resource that aims to ensure tomorrow's graduates are keeping up-to-date with digital employability methods via social media.
Through OPEN's toolkit, students will become practitioners of online networking, marketing and effective job searching, whilst understanding employer's online recruitment methods, social media legal issues, and how to sell the personal brand.
To find out more, take a look at the OPEN project blog or contact Dr Zachary Hickman, Project Coordinator, or Beata Uzarska-Juszkiewicz, Social Media Project Officer.
Psychological testing qualifications: revalidation update
The AGCAS Psychometric Assessment Task Group has produced an update summarising guidelines on revalidating testing qualifications, as issued by the Psychological Testing Centre (PTC). The PTC will be issuing further guidance in the coming months, including the use of a suggested activity-recording pro forma.
The AGCAS Psychometric Assessment Task Group has produced an update summarising guidelines on revalidating testing qualifications, as issued by the Psychological Testing Centre (PTC). The PTC will be issuing further guidance in the coming months, including the use of a suggested activity-recording pro forma.
Psychometric Assessment: Registering competence in psychological testing
APD Communications win TARGETjobs AGCAS award
APD Communications was announced as the winner of the AGCAS Award for Excellence in Careers Service Engagement at the 2012 TARGETjobs National Graduate Recruitment Awards ceremony in London on 3 April. APD was nominated by the University of Hull Careers and Employability Service.
APD Communications was announced as the winner of the AGCAS Award for Excellence in Careers Service Engagement at the 2012 TARGETjobs National Graduate Recruitment Awards ceremony in London on 3 April.
APD is a global leader in control room, mobile information, resource location and tracking solutions. Its products and services are used in police services around the world as well as leading organisations such as The Emirates Group and London Underground. APD was nominated by the University of Hull Careers and Employability Service.
Honoured
Claire Clark, PMO Analyst at APD Communnications, received the award from Ian Ford, AGCAS Chief Operating Officer, and Graham Storey, GTI Media CEO.
Claire said:
"We (APD) are truly honoured to be nominated for this award and overwhelmed at winning. It has been an enjoyable experience working with The University of Hull Careers Service - I have been heavily involved with this, and being a former student of the university I have found this experience personally very rewarding to be part of something that is positive for both my company and for the university."
Julia Goodall, Acting Manager of the University of Hull Careers and Employability Service, added:
"We are delighted to hear that APD Communications won the AGCAS Award for Excellence. They have worked closely with us to create innovative opportunities to develop the skills and self-confidence of our students, and we are delighted that their efforts have been recoginsed in this way."
Nominations for the award were made by higher education careers services across the UK. Employers were shortlisted for their commitment and contribution to the careers and employability services offered at each AGCAS member service.
Clear evidence
Ian Ford, AGCAS COO, said:
"We had lots of great nominations - clear evidence of the many excellent partnerships between employers and higher education careers services. In this case it was a tripartite relationship between APD Communications, the careers service and academic departments at the University of Hull that has benefited all parties, especially students. The judging panel was impressed by the sheer range of activities APD have jointly planned and supported, the effort put into meeting the needs of many different groups of students, and the positive student feedback and evidence of impact presented in their nomination. They are worthy winners.”
Launch of the CDI
The new Career Development Institute (CDI) was officially launched on 1 April 2013. It has emerged from the Careers Profession Alliance (CPA), a voluntary partnership of organisations, and replaces the following membership bodies: the Association of Careers Education and Guidance (ACEG); the UK Network of the Association of Careers Professionals International (ACPi-UK); the Institute of Careers Guidance (ICG); and the National Association for Educational Guidance for Adults (NAEGA).
The new Career Development Institute (CDI) was officially launched on 1 April 2013. It has emerged from the Careers Profession Alliance (CPA), a voluntary partnership of organisations, and replaces the following membership bodies: the Association of Careers Education and Guidance (ACEG); the UK Network of the Association of Careers Professionals International (ACPi-UK); the Institute of Careers Guidance (ICG); and the National Association for Educational Guidance for Adults (NAEGA).
AGCAS recognises the part that the CDI has to play in the continued development of our profession and will liaise with the CDI through the AGCAS Director of Professional Development, Tom Davie.
Find out more about the CDI
Vacancy on the Phoenix Editorial Team
The Phoenix Editorial Team is looking to recruit a new member to the group to help produce AGCAS' digital journal. The team meets three times a year, at various locations throughout the UK, to discuss current issues in HE careers and highlight possible future themes of interest to readers.
The Phoenix Editorial Team is looking to recruit a new member to the group to help produce AGCAS' digital journal. The team meets three times a year, at various locations throughout the UK, to discuss current issues in HE careers and highlight possible future themes of interest to readers.
The team works on all aspects of the journal, including style and feel, regular features and the themes and content of particular issues. Group members also commission articles and, on occasion, may be asked to write copy themselves - and help to proofread. And, where possible, they all take turns to host meetings.
The role will be of particular interest to members who take a lively interest in HE careers work, would like to contribute to AGCAS, have a creative streak and think they would enjoy working as part of a team to produce a journal that AGCAS colleagues (and others outside of the membership) will want to both contribute to and read.
The team is especially interested in hearing from members with an information/employer liaison role but welcomes applications from everyone and anyone who is keen to be involved, irrespective of role or position in their service.
How to apply
If you would like to apply for this role, please email Gemma Green, explaining why you're interested, any relevant experience and what you think you could bring to the group. The deadline for applications is Tuesday 30 April 2013. The group's next meeting is planned for Friday 20 September in Lincoln.
Vacancy on the AGCAS Diversity Task Group
The AGCAS Diversity Task Group is seeking a new member and would like applications from AGCAS members with an interest in joining them. The group is lively and creative with a passion and ongoing commitment to diversity issues. They would like to hear from members who share these qualities and who have particular experiences, strengths or interests that could be brought to the group.
The AGCAS Diversity Task Group is seeking a new member and would like applications from AGCAS members with an interest in joining them. The group is lively and creative with a passion and ongoing commitment to diversity issues. They would like to hear from members who share these qualities and who have particular experiences, strengths or interests that could be brought to the group.
They are currently working on consolidating work completed during the last three years and working towards long-term goals and would hope for a commitment by a new member to be part of the group for a minimum of three years.
Please contact Esyllt George, Task Group Chair, giving reasons for your application and addressing the above points by Wednesday 1st May 2013.
Nottingham leads UK-Indonesia careers initiative
The University of Nottingham recently held an event designed to support Indonesian students based at universities across the UK who return to their home country to work after graduating. The event, organised by the Careers and Employability Service and the International Office, reached out to Indonesian students in Britain and encouraged them to take future opportunities in business with Indonesian and British companies.
The University of Nottingham recently held an event designed to support Indonesian students based at universities across the UK who return to their home country to work after graduating. The event, organised by the Careers and Employability Service and the International Office, reached out to Indonesian students in Britain and encouraged them to take future opportunities in business with Indonesian and British companies.
Panel sessions at the event were designed to offer careers advice on working in business and management, the latest UK visa information and guidance on corporate social responsibility. Students were also provided with opportunities to network with senior executives of the participating companies who sponsored the event. Colleagues from the Careers and Employability Service hosted round-table discussions in the afternoon sessions.
Among the guests were representatives of global businesses with Indonesian subsidiaries, including Jardines Ltd, BP, Shell, McKinsey, Permata Bank, Prudential and Fluor.
Sharon Bell, Associate Director of the Careers and Employability Service, said:
"We were delighted to be able to host over 100 Indonesian students from across the UK at this event. All of the students who attended showed real energy and enthusiasm in developing their employability skills, and it was a great opportunity for us to work closely with the Indonesian Students Society. The attendance of The Ambassador of the Republic of Indonesia, His Excellency T M Hamzah Thayeb, underlined the importance of this event."
Vania Gunawan, member of the Indonesia Society at The University of Nottingham and currently studying for a Masters degree in risk management, added:
"This event enables Indonesian students to meet experts in the global business. I believe I will gain plenty of information on skills and experience needed for entering this very competitive area."
The University of Nottingham is the first British higher education institution to host such an event.
For more information about this event, please contact: Sharon Bell, 0115 9513672.
Thousands of graduates into work: GO Wales reflects after ten years
For the last ten years Go Wales, a work placement project funded by the Welsh Government and European Social Fund, has been the link between employment and personal development for numerous graduates looking for their big break in the world of work. The project supports the development and retention of graduates' high-level skills, knowledge and innovative potential in businesses in Wales, particularly small and medium-sized businesses.
For the last ten years GO Wales, a work placement project funded by the Welsh Government and European Social Fund, has been the link between employment and personal development for numerous graduates looking for their big break in the world of work. The project supports the development and retention of graduates' high-level skills, knowledge and innovative potential in businesses in Wales, particularly small and medium-sized businesses.
GO Wales Marketing Manager, Alysha Morgan, said:
"Leaving university will always be a challenging time. GO Wales is the middle man in the process helping local businesses source smart, efficient and enthusiastic graduates who are keen to show their potential in their dream job."
Additional services
Since GO Wales started offering work placement opportunities ten years ago, the project has gone on to develop an additional range of services helping thousands of graduates and students to make the best start to their careers in Wales. Four thousand individuals have benefited from work experience opportunities through 'work tasters', which aim to give individuals a snapshot of a particular industry or career path. Almost 800 graduates will have taken part in training academies by the end of next year to help them become more employable and enterprising.
Feedback from graduates
To help mark the ten-year milestone, Go Wales have contacted some of the 6,500 graduates who have benefited from paid work placements with local businesses to find out how they are getting on.
Becky Holmes, a Cardiff University physics graduate, applied for a GO Wales placement in 2006 with Science Made Simple in Cardiff. She impressed the team so much she was kept on and now works as part of the senior management team. She said:
"GO Wales were fantastic helping provide a relevant placement that I was able to develop into. Ironically, I am now in a position to hire graduates and I have no hesitation in going back to GO Wales to source a candidate."
In addition to showcasing profiles of graduates and businesses that have benefited from its services, GO Wales is celebrating its tenth anniversary with a number of regional events to recognise achievements of the businesses, graduates and students that have taken part in the project.
For more information, please contact Crystal Evans on 01792 295857.
Building services engineering: AGCAS ambassador needed
AGCAS is seeking a liaison officer (ALO) for the Chartered Institution of Building Services Engineers (CIBSE), the professional body that exists to support the science, art and practice of building services engineering.
AGCAS is seeking a liaison officer (ALO) for the Chartered Institution of Building Services Engineers (CIBSE), the professional body that exists to support the science, art and practice of building services engineering.
CIBSE promotes the career of building services engineers by accrediting courses of study in further and higher education, by approving work-based training programmes and providing routes to full professional registration and membership, including Chartered Engineer, Incorporated Engineer and Engineering Technician. For those who are qualified, CIBSE offers a range of services, all focused on maintaining and enhancing professional excellence.
The institution speaks for the profession and is consulted by government on matters relating to construction, engineering and sustainability. It is represented on major bodies and organisations that govern construction and engineering occupations in the UK, Europe and worldwide.
Angela Ringguth, Professional Development Consultant to CIBSE, says:
"There is an acute shortage of qualified building services engineers and the situation is likely to get worse as demand increases for environmentally-friendly solutions to our energy demands. CIBSE's Careers Panel oversees and coordinates action to attract new entrants to the profession and participate in the wider STEM careers initiatives. Input from a practising careers IAG professional is invaluable, and we look forward to welcoming an AGCAS member following the retirement of Margaret Holbrough."
What does an ALO do?
An ALO establishes and maintains an information-sharing relationship with their link organisation and disseminates industry information to the HE careers community through AGCAS communication channels: discussion lists, ARENA, the website and Phoenix. They also help their link organisation to communicate with AGCAS members and better understand the needs of HE careers professionals and their students by alerting them to relevant networking opportunities, including AGCAS training, events and conferences.
An ALO updates their own and other AGCAS members' knowledge of employment, training, the graduate labour market and career development opportunities in a particular sector and, in return, helps professional bodies better understand how HE careers services work. The relationship is intended to be mutually beneficial.
Most ALOs maintain contact with their link organisation by email and telephone, although there is a budget to allow one or two face-to-face meetings a year. Full guidelines are available.
How to apply
If you would like to be considered for this role with CIBSE, email Sarah Nichols by Friday 17 May 2013 outlining what you could bring to it and why it's of interest to you.
AGCAS links with other organisations
Graduate labour market still on the up
Heads of higher education careers and employability services tend towards believing that the graduate labour market was more buoyant in the first quarter of 2013 (January to March) than at the same time last year. 93.1% of those surveyed by AGCAS reported that, in their experience, the graduate labour market was the same or more buoyant (41.4% better, 51.7% same) compared with 3.4% who believed it was less buoyant. 3.4% said they did not know.
Heads of higher education careers and employability services tend towards believing that the graduate labour market was more buoyant in the first quarter of 2013 (January to March) than at the same time last year. 93.1% of those surveyed by AGCAS reported that, in their experience, the graduate labour market was the same or more buoyant (41.4% better, 51.7% same) compared with 3.4% who believed it was less buoyant. 3.4% said they did not know. This is a more optimistic picture than that of the fourth quarter of 2012 when 80.9% said they thought it was more buoyant or the same (47.6% better, 33.3% same) and continues the upward trend from the previous quarter.
The graduate labour market is cyclical, so comparisons with the previous quarter of the same year can be misleading. In this case, the previous quarter included most of the extended Christmas and New Year break. However, 79.3% of respondents reported that the picture was more buoyant or the same as the previous quarter (34.5% more buoyant, 44.8% the same).
Changing patterns
Heads of higher education careers and employability services continued to report rising numbers of IT and engineering vacancies, with demand outstripping supply. One felt that a contributing factor was the growing number of international students on HE courses, many of whom lacked the necessary permission to work in the UK.
Marketing, advertising and PR were also cited as growth areas; some said that the legal sector was looking healthier.
In banking and financial services, opportunities in 'middle office' roles, such as risk and regulation, were reported to be on the increase while vacancies for 'front office' positions were less evident. Recruitment in the arts and heritage sectors was also reported to be down.
Universities throughout the UK reported a continued growth in the number of smaller organisations recruiting graduates. However, some said that there was an increasing trend in taking graduates on via a short-term internship rather than a permanent or long-term graduate job or training scheme. Nevertheless, a number of cases were cited of companies offering graduate training schemes in sectors where they have not hitherto been commonplace. Broadcasting was one example given.
Broader spectrum of employers
The AGCAS Vacancy Survey differs from those of AGR and High Fliers, which question recruiters for larger companies' graduate training schemes. Universities carry vacancies for organisations from across the economic spectrum, including smaller companies and the not-for-profit sector.
Graduate Success Project: AGCAS findings launched
AGCAS has launched two major outputs - a project report and a new website - from the BIS-funded joint AGCAS/AGR Graduate Success Project, which explores how graduates from a range of backgrounds make the transition to the job market.
The aims of the project were to encourage employers to think seriously about social mobility, to investigate graduate and employer perspectives of the graduate employment market and to increase awareness of the Higher Education Achievement Report (HEAR) amongst employers - and promote its use as good recruitment practice.
The report presents the project's main findings and highlights important issues that have implications for various stakeholders, including policymakers, HE institutions and careers services, employers, and students and graduates themselves.
AGCAS has launched two major outputs - a project report and a new website - from the BIS-funded joint AGCAS/AGR Graduate Success Project, which explores how graduates from a range of backgrounds make the transition to the job market.
The aims of the project were to encourage employers to think seriously about social mobility, to investigate graduate and employer perspectives of the graduate employment market and to increase awareness of the Higher Education Achievement Report (HEAR) amongst employers - and promote its use as good recruitment practice.
The report presents the project's main findings and highlights important issues that have implications for various stakeholders, including policymakers, HE institutions and careers services, employers, and students and graduates themselves.
Social advantage
The Graduate Success Project report presents and analyses the results from two surveys (recent graduates and employers). It identifies that students' attitudes to career planning and employability engagement, and their subsequent behaviour, may be influenced by their levels of social advantage. The implications of this may, in turn, be affected by employers' assumptions and their recruitment practices.
Issues that the report comments on include:
• students' attitudes to career planning and job seeking;
• the importance of SMEs in the graduate job market;
• the impact of work experience and extracurricular activities on
graduates' prospects;
• students' understanding of the various stages of recruitment;
• students' use of careers services and of less formal advice sources;
• the importance of the 2:1 in employers' selection processes;
• the impact of institutional targeting by employers;
• the potential of the HEAR in the recruitment process.
Testimonies
The Graduate Success website features recent graduates describing their experiences at university, the choices they made, their aspirations and ambitions, and their successes and disappointments. It is hoped that students and graduates will find these testimonies helpful and instructive, and that they will be able to learn from the experiences of others as they make their own choices at university.
Forefront of debate
Ian Ford, AGCAS COO, said:
"The outcomes of this project are very impressive and demonstrate the way in which AGCAS is at the forefront of current debates about graduate transitions and social mobility. There are key points for consideration by all stakeholders in higher education. Make no mistake - there is plenty of material here for policymakers, HE institutions, careers services and employers to get their teeth into. At the same time, the website should prove useful to students and graduates in understanding how recent graduates have negotiated their paths during and after university, and to careers services in helping current students to do so."
London launch
The project team comprised Martin Pennington (Project Manager), an advisory group and two AGCAS interns, both of whom have now gone on to graduate jobs.
The report and website will be officially launched at an evening reception at Barclays, Canary Wharf, London, on 23 May 2013. Panel members at the event include: Dr David Docherty, Chief Executive of the National Centre for Universities and Business; Dr Tessa Stone, Chief Executive of Brightside; Paul Redmond, AGCAS President; and Carl Gilleard, Chief Executive of AGR.
Vacancies on the Graduate Labour Market Task Group
The Graduate Labour Market Task Group (GLAM) is seeking two new members to join the group. GLAM works with HESA, HEFCE and other key stakeholders on a range of issues concerning DLHE and related data collections. It also develops good practice and resources to enable careers services to utilise graduate labour market information in innovative ways and support students in their journey after graduation.
The Graduate Labour Market Task Group (GLAM) is seeking two new members to join the group. GLAM works with HESA, HEFCE and other key stakeholders on a range of issues concerning DLHE and related data collections. It also develops good practice and resources to enable careers services to utilise graduate labour market information in innovative ways and support students in their journey after graduation.
The group meets twice a year, usually October and March, with co-opted members from HESA, HEFCE, the Scottish Government, BIS, ONS and HECSU. At the present time, the group comprises:
• three members who have responsibility for DLHE data collection, institutional surveys and student statistics;
• one careers adviser;
• a head of servcie and an assistant head of service who utilise DLHE at a strategic level.
This range of roles has proved extremely helpful in developing the work of GLAM. To maintain this balance we would particularly welcome applications from AGCAS members who either use LMI in advice and guidance work with students or who have a service responsibility that utilises DLHE in strategic planning and evaluation. However, we welcome applications from anyone who is passionate about collecting accurate LMI and then telling the story to students, academics and all those interested in graduate outcomes.
How to apply
Please send a concise personal statement, preferably no more than two sides of A4, outlining your relevant experience and skills and why you are interested in joining GLAM to Jan Moore.
The closing date is Thursday 20 June 2013.
To find out more about GLAM and the work of its members, telephone Jan Moore, GLAM Chair, on 0161 247 3481.
The Bloomberg Aptitude Test (BAT)
The Bloomberg Aptitude Test (BAT)
The Bloomberg Aptitude Test (BAT) is a financial recruitment tool, developed by Bloomberg and aimed at helping students and recent alumni connect with financial employers worldwide. In the last two years over 100,000 students and alumni have taken the BAT.
The Bloomberg Aptitude Test (BAT)
The Bloomberg Aptitude Test (BAT) is a financial recruitment tool, developed by Bloomberg and aimed at helping students and recent alumni connect with financial employers worldwide. In the last two years over 100,000 students and alumni have taken the BAT.
The test itself is two hours long and is comprised of 100 multiple-choice aptitude questions covering 8 key performance areas. In taking the test, individuals receive feedback regarding their strengths and weaknesses as relative to a career in finance and can anonymously market themselves to over 20,000 global employers via the Bloomberg Talent Search https://talentsearch.bloomberginstitute.com/ . The BAT is offered free of charge on university campuses and in Bloomberg offices around the world.
For further information visit http://www.takethebat.com/ and http://about.bloomberginstitute.com/files/2013/04/BATSampleQuestions.pdf and/or to make this opportunity available for your students please contact: Melissa Mitchell, Head of University Relations for Bloomberg Institute EMEA, mmitchell35@bloomberg.com +44-20-7673-2483.
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